scholarly journals The Mediating Role of Work Satisfaction on the Effect of Organizational Justice on Employee Engagement

2021 ◽  
Vol 8 (8) ◽  
pp. 196-207
Author(s):  
Siswoyo Haryono
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Employee Engagement ◽  
Work Satisfaction ◽  
Temporary Employees ◽  
Mediating Role

This research evaluates the mediation role of job satisfaction on the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The population of temporary employees at Universitas Muhammadiyah Yogyakarta is 213, and the sample was 70. The analysis employed Smart PLS 3.0. The results show that organizational justice affects job satisfaction, and job satisfaction significantly affects employee engagement. Job satisfaction has a mediation role in the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The benefit of the research is that improving employee engagement would be adequate by increasing both job satisfaction and organizational justice.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

scholarly journals Effect of Organizational Justice on Organizational Commitment: Mediating Role of Intrinsic and Extrinsic Satisfaction

2020 ◽  
pp. 96-112
Author(s):  
Dewiana Novitasari ◽  
Masduki Asbari ◽  
Muhamad Rizky Wijaya ◽  
Teguh Yuwono
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Data Collection ◽  
Data Processing ◽  
Organizational Justice ◽  
Random Sampling ◽  
Simple Random Sampling ◽  
Mediating Role ◽  
New Research

This study aimed to measure the effect of organizational justice on organizational commitment of the employee of a packaging manufacturer in Indonesia which are mediated by intrinsic and extrinsic job satisfaction. Data collection was done by simple random sampling to 271 population of employees. The returned and valid questionnaire results were 145 samples. Data processing was used SEM method with Smart PLS 3.0 software. The results of this study concluded that organizational justice have a positive and significant effect on intrinsic and extrinsic job satisfaction. Intrinsic and extrinsic job satisfaction have a positive and significant effect on organizational commitment. Organizational justice have not significant effect on organizational commitment. Intrinsic and extrinsic job satisfaction have a significant effect as mediator between organizational justice and organizational commitment. This new research proposed a model for building the organizational commitment among the employee of a packaging manufacturer in Indonesia through enhancing organizational justice with intrinsic and extrinsic job satisfaction as a mediator.

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