This study aimed to investigate the relationship between organizational culture and its relation with knowledge management. This is a correlational study and its statistical population consisted of all nurses working in hospitals of Zahedan Medical Sciences University. The sample size by using Morgan table was 250 persons that were selected by stratified random sampling method in proportion to population size within classes. The instrument used in this study was a questionnaire containing 60 questions of Denison organizational culture questionnaire (2000) with a reliability of 0.90 and 24 questions of questionnaire of Knowledge Management Lawson (2003) with reliability of 0.89. Information obtained by using descriptive and analytical statistics (Spearman correlation coefficient and linear regression) and SPSS15 software was analyzed. The study results showed that there is statistically significant relation (p<0.01) between organizational culture of studied individuals and all the knowledge management components. Also, the Linear regression analysis results showed that components of knowledge organizing and knowledge application were predictive of organizational culture in the model. Totally, KM initiatives were 26% predictor of organizational culture. According to the correlation between structural and cultural factors of organization and knowledge management as well as the role of knowledge in the quality of medical services provided by the centers, it is recommended to pay necessary and comprehensive attention to the structural and cultural dimensions of organization in the implementation of knowledge management in healthcare centers.

Background: University, as the foundation of the higher education system and a center for the training of specialized and efficient human resources, needs to establish justice that fits with cultural and moral teachings. Objectives: The present study aimed to design a justice-oriented organizational model with the approach of moral values in the Islamic Azad university of Sistan and Baluchestan. Methods: This was a descriptive-analytical cross-sectional study. Quantitative data were collected with a researcher-made questionnaire with appropriate validity and reliability. In this study, 248 managers and employees were enrolled using a simple random sampling method based on Morgan’s table, and SPSS21 and Lisrel8.5 were utilized to analyze the data, applying factor analysis tests, Pearson correlation, and a structural equation model. Results: The results showed that the four components of organizational communication, servant leadership, human resource management, and Islamic work ethics with the values of 0.94, 0.82, 0.76, and 0.76, respectively, had the most prominent roles; however, organizational ethical values had the lowest role with the value of 0.16, as evidenced by the justice-oriented organizational model with the approach of moral values. Conclusions: According to the findings, it is recommended that managers improve the understanding of organizational justice on the part of employees through proper communication with the servant leadership style and based on fairness in human resource management functions and Islamic work ethical issues.