Innovation on part of organizations is beneficial, and that too in the area of management is further supportive towards meeting organizational objectives in the dynamic business environment (Walker, Damanpour, & Devece, 2010).
2]: Organizational innovation positively impacts organizational performance.
The management of an organization is very closely and significantly associated with the organizational performance; and the extent to which the management can competently cater for the organizational needs decides the performance levels of the concerned organization (Paulraj, Lado & Chen, 2008).
Hill and Jones (1998) defined perceived organizational culture as "common rules and values of the organization".
The concepts of organizational learning were described for the first time by Kurt and March (1963) (1963) which used the adaptive learning theory to describe the organization as a metaphorical identity.
Research findings indicate positive association between organizational virtuousness perceptions and performance (Cameron, Bright, and Caza, 2004), organizational citizenship behavior (Rego, et al.
Studying organizational citizenship behavior is valuable because it leads to higher productivity in organizations (Podsakoff and MacKenzie, 1997) and augments the previous findings of researchers who reviewed the literature on the nature and antecedents of organizational citizenship behavior (Organ, 1988; Podsakoff and MacKenzie, 1997; Sevi, 2010).
Beside organizational environment there are other factors also which affect the level of organizational commitment of faculty members i.
Moreover, little research on organizational environment and organizational commitment can be found in the educational institutions of Pakistan.
It described perceived organizational politics in detail and its job related outcomes.
Many studies have been done by Kacmar and Baron (1999) which indicate significant association between negative job related outcomes and perceptions of organizational politics.
Justice perceptions have been considered as illustrative variables in organizational probe  Organizational justice explain the individuals or groups understanding of the justice of treatment received from an corporation and their behavioral response to such realizations  In the available literature, justice has been conceptualized based on three dimensions comprise distributive justice, interactional justice and procedural justice.
about the necessity and the importance of organizational justice, it is adequate that the essence of justice in the organization leads to the development of its programs, persistent improvement of organization performance, a large and massive power in order to synergistic development and creating opportunities to excellence in organisation.
This phenomenon is called organizational silence by scholars that can impose damaging effect on organization and faced managers with many problems.
Initial definition of silence consider this word equal to loyalty and stated that evade to shows the problems and expressing comments in fact is a wrong matter, but new research shows that organizational silence atmosphere can despite the desirable organizational outcomes (Aylsworth, 2008).