scholarly journals The Relationship of Organizational Justice with Positive Organizational Behavior and Work Engagement from viewpoint of faculty members of Zahedan University of medical sciences

2016 ◽  
Vol 8 (1) ◽  
pp. 12-21 ◽  
Author(s):  
N nastiezaie ◽  
H jenaabadi ◽  
◽  
Keyword(s):  
Organizational Behavior ◽  
Organizational Justice ◽  
Work Engagement ◽  
Faculty Members ◽  
Medical Sciences ◽  
Positive Organizational Behavior ◽  
Relationship Of ◽  
The Relationship

Effect of organizational justice on work engagement with psychological safety as a mediator: Evidence from China

2016 ◽  
Vol 44 (8) ◽  
pp. 1359-1370 ◽  
Author(s):  
Xiaojun Lyu
Keyword(s):  
Organizational Behavior ◽  
Organizational Justice ◽  
Work Engagement ◽  
Eastern China ◽  
Psychological Safety ◽  
Future Research ◽  
Positive Organizational Behavior ◽  
Mediating Role ◽  
The Impact ◽  
Positive Effect

I explored the impact of organizational justice on work engagement, which is a positive organizational behavior construct, and the underlying psychological mechanism. I hypothesized on the basis of a literature review that organizational justice would have a positive effect on work engagement and that psychological safety would act as a mediator. Participants comprised 254 teachers working in compulsory schools in eastern China. The survey was conducted using organizational justice, psychological safety, and work engagement scales. Data analysis showed that the 3 dimensions of organizational justice, namely, distributive, procedural, and interactional, had a positive effect on teachers' work engagement. In addition, psychological safety played a partial mediating role in the association between organizational justice and work engagement. Theoretical and practical implications are discussed, and directions for future research are suggested.

scholarly journals Investigation of the Relationship between Self-determined Motivation and Work Engagement of Faculty Members of Iran University of Medical Sciences

2019 ◽  
Vol 12 (33) ◽  
pp. 26-41
Author(s):  
Kamran Soltani Arabshahi ◽  
Zohre Sorabi ◽  
Mohamd Hasan Keshavarzi ◽  
Ghobad Ramezani ◽  
◽  
...  
Keyword(s):  
Work Engagement ◽  
Faculty Members ◽  
Medical Sciences ◽  
The Relationship

scholarly journals An Investigation into the Mediating Effects of Organizational Commitment Between Psychological Capital and Work Engagement

2019 ◽  
Vol IV (II) ◽  
pp. 307-316
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Work Engagement ◽  
Psychological Capital ◽  
Measuring Instruments ◽  
Positive Organizational Behavior ◽  
Cross Sectional ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Relationship

The main objective of this study was to investigate not only the relationship between Psychological Capital and Work Engagement but also to test the mediating role of Organizational Commitment. A cross-sectional design was used. Data was collected from 226 nurses of the threelarge hospitals of Peshawar, Pakistan. The PCQ, UWES-9 and Meyer and Allen (1991) scales were used as measuring instruments. The results of the study reveal a significant relationship between 1) Psychological Capital and Work Engagement, 2) Psychological Capital and Organizational Commitment, 3) Organizational Commitment and Work Engagement. It was also found that Organizational Commitment partially mediated the relationship between Psychological Capital and Work Engagement. The study will further contribute to the existing literature on positive organizational behavior.

Van rechtvaardigheid naar uitputting en bevlogenheid

2012 ◽  
Vol 25 (2) ◽  
Author(s):  
Peter Verboon ◽  
Klaas Schakel ◽  
Karen van Dam
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Positive Behavior ◽  
Mediating Role ◽  
Two Samples ◽  
Group Engagement ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

From justice to exhaustion and engagement. The role of affective commitment to the organization From justice to exhaustion and engagement. The role of affective commitment to the organization In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.

scholarly journals Who can enjoy the unavoidable emotional labor

2014 ◽  
Vol 27 (4) ◽  
pp. 719-742
Author(s):  
SeungGeun Baeck ◽  
KangHyun Shin ◽  
JongHyun Lee ◽  
ChangGoo Heo
Keyword(s):  
Work Engagement ◽  
Emotional Labor ◽  
Negative Emotion ◽  
Job Burnout ◽  
Self Monitoring ◽  
Main Effect ◽  
Relationship Of ◽  
Main Effects ◽  
The Relationship ◽  
Positive Effect

The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.

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