Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

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"The Impact of Organizational Justice Perceived by Atypical Social Workers on Organizational Commitment : Focusing on mediating effects of Collective Efficacy"

Journal of Public Policy Studies ◽

10.33471/ila.36.1.7 ◽

2019 ◽

Vol 36 (1) ◽

pp. 147-173

Author(s):

Dong ki Kim ◽

Sook Hee Eom ◽

Gil Jun Lee

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Social Workers ◽

Collective Efficacy ◽

Mediating Effects ◽

The Impact

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The influence of perceived organizational justice of salesmen on the formation process of their organizational identification and organizational commitment in relation-centered culture

Journal of Korea Service Management Society ◽

10.15706/jksms.2011.12.5.009 ◽

2011 ◽

Vol 12 (5) ◽

pp. 213-246

Author(s):

이준호

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Formation Process ◽

Organizational Identification

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The Structural Relationships Among Organizational Justice, Organizational Trust, Job Satisfaction, and Organizational Commitment of Secondary School Physical Education Teachers

Journal of Korean Society for the Study of Physical Education ◽

10.15831/jksspe.2017.22.1.37 ◽

2017 ◽

Vol 22 (1) ◽

pp. 37-51

Author(s):

Wonseok Choi ◽

Jaehyun Ha

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Physical Education ◽

Secondary School ◽

Organizational Justice ◽

Organizational Trust ◽

Physical Education Teachers ◽

Structural Relationships

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The Influence of Organizational Climate on Employee Organizational Commitment with Organizational Justice as a Variable of Mediation in PT. Harry Tridarma

Jurnal Kajian Manajemen dan Wirausaha ◽

10.24036/jkmw0278970 ◽

2019 ◽

Vol 1 (4) ◽

Author(s):

Danil Danil ◽

Syahrizal Syahrizal ◽

Mega Asri Zona

Keyword(s):

Organizational Commitment ◽

Organizational Climate ◽

Organizational Justice ◽

Partial Least Square ◽

Least Square

Tujuan dan kegunaan penelitian yang ingin dicapai dalam penelitian ini adalah untuk mengetahui dan menganalisis Pengaruh Iklim Organisasional Terhadap Komitmen Organisasional Karyawan Dengan Keadilan Organisasional Sebagai Variabel Mediasi Pada PT. Harry Tridarma. Jenis penelitian ini adalah penelitian deskriptif dan penelitian kausal komperatif. Populasi adalah seluruh karyawan pada PT. Harry Tridarma. Jumlah populasi sebanyak 50 orang karyawan. Pengambilan sampel dalam penelitian ini adalah dengan teknik total sampling yaitu metode pemilihan sampel yang diaplikasikan pada seluruh anggota populasi. Jenis dan sumber data adalah data primer dan dan data sekunder. Teknik pengumpulan data yang digunakan yaitu survei. Alat pengumpulan data yang digunakan yaitu kuesioner yang disebarluaskan kepada responden. Analisis yang digunakan dalam penelitian ini adalah analisis data menggunakan pendekatan Partial Least Square (PLS).Hasil penelitian ini menunjukkan bahwa 1) Iklim organisasional berpengaruh positif signifikan terhadap keadilan organisasionalpada karyawan PT. Harry Tridarma. 2) Keadilan organisasional berpengaruh positif signifikan terhadap Komitmen organisasionalpada karyawan PT. Harry Tridarma. 3) Iklim organisasional tidak berpengaruh signifikan terhadap Komitmen organisasionalpada karyawan PT. Harry Tridarma. 4) Keadilan organisasional memediasi pengaruh iklim organisasional terhadap komitmen organisasionalpada karyawan PT. Harry Tridarma.Kata Kunci :Iklim Organisasional, Komitmen Organisasional, Keadilan Organisasional

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Leader Member Exchange (LMX) as Relationship Mediation between Organizational Justice Towards Work Motivation and Organizational Commitment

SSRN Electronic Journal ◽

10.2139/ssrn.3105458 ◽

2015 ◽

Author(s):

Murdjani Kamaluddin ◽

Dedy Takdir Syaifuddin ◽

Ansir . ◽

Sri Wiyati Mahrani

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Work Motivation ◽

Leader Member Exchange ◽

Member Exchange ◽

As Relationship

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PENGARUH KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL MELALUI VARIABEL INTERVENING KEPUASAN KERJA PADA KARYAWAN PT. LEMBAH KARET PADANG

Jurnal Benefita ◽

10.22216/jbe.v3i2.3105 ◽

2018 ◽

Vol 3 (2) ◽

pp. 248

Author(s):

Jefri Candika ◽

Lucy Chairoel

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Organizational Justice ◽

Indirect Effect ◽

Sampling Technique ◽

Direct Impact ◽

Indirect Influence ◽

Analysis Technique

Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap komitmen organisasional melalui variabel intervening kepuasan kerja pada karyawan PT. Lembah Karet Padang. Populasi dalam penelitian ini adalah berjumlah 308 orang dengan sampel sebanyak 75 orang karyawan, teknik pengambilan sampel menggunakan metode slovin. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis path (path analysis) menggunakan SPSS. Dari hasil penelitian ditemukan keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadapa kepuasan kerja. Keadilan organisasional dengan kepuasan kerja sebagai variabel intervening berpengaruh positif dan signifikan terhadap komitmen organisasional. Pengaruh langsung keadilan organisasional terhadap komitmen organisasional lebih besar dari pengaruh tidak langsung melalui variabel kepuasan kerja. Dengan demikian dapat diartikan bahwa kepuasan kerja tidak memiliki pengaruh tidak langsung keadilan organisasional terhadap komitmen organisasional. Sehingga dapat disimpulkan bahwa kepuasan kerja tidak terbukti sebagai variabel intervening. This study aims to determine the effect of organizational justice on organizational commitment through intervening variable job satisfaction at employees of PT. Lembah Karet Padang. The population in this study was 308 people with a sample of 75 employees, sampling technique using slovin method. The analysis technique used in this research is path analysis technique (path analysis) using SPSS. From the results of the study found organizational justice has a positive and significant effect directly on organizational commitment. Organizational justice has a positive and significant impact directly on job satisfaction. Organizational justice with job satisfaction as intervening variable has a positive and significant effect on organizational commitment. The direct impact of organizational justice on organizational commitment is greater than indirect influence through job satisfaction variables. Thus it can be interpreted that job satisfaction does not have an indirect effect of organizational justice on organizational commitment. So it can be concluded that job satisfaction is not proven as intervening variable.

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