Impact of Organizational Justice on Psychological Contract Violations, Organizational Exclusion and Job Satisfaction

2019 ◽  
Author(s):  
Melike Artar
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Psychological Contract ◽  
Psychological Contract Violations

Psychological contract and attitudinal outcomes: multilevel mediation model

2019 ◽  
Vol 48 (7) ◽  
pp. 1685-1700 ◽  
Author(s):  
Yolanda Estreder ◽  
Inés Tomás ◽  
Maria José Chambel ◽  
José Ramos
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Psychological Contract ◽  
Intention To Leave ◽  
Mediation Effect ◽  
Organizational Level ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type

Purpose The purpose of this paper is to examine the link between employer psychological contract (PC) fulfillment and employee attitudes (job satisfaction, organizational commitment and intention to leave the organization) by using employees’ perceptions of PC violation and organizational justice as serial mediators. Design/methodology/approach Data from 44 managers and 880 employees from 44 Spanish organizations were analyzed through multilevel structural equation modeling. Findings Results showed that employees’ feelings of PC violation and justice perceptions mediated the relationships between the employers’ PC fulfillment assessed by managers and job satisfaction and organizational commitment assessed by employees. The mediation effect was not significant for employees’ intention to leave the organization. Originality/value This study contributes to understand the process through which PC influences work outcomes, outlining the relevance of organizational justice as social exchange theory and PC theory (Guest, 2004) stated. In addition, present results extend the influence of PC on work outcomes from the individual to the organizational level.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

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

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

<p>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 (<em>path analysis</em>) 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.</p><p> </p><p><em>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.<br /> <br /> </em></p>

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