scholarly journals Psikolojik Sözleşme, Örgütsel Adalet, Örgütsel Güven Ve İşyerinde Yalnızlık İlişkisi: Karşılılık Normu Yaklaşımı (The Relationship between Psychological Contract, Organizational Justice, Organizational Trust and Loneliness at Workplace: The Norm of Reciprocity Perspective)

2020 ◽  
Vol 12 (2) ◽  
pp. 1915-1932
Author(s):  
Ediz Güripek ◽  
Berrin Güzel
Keyword(s):  
Organizational Justice ◽  
Psychological Contract ◽  
Organizational Trust ◽  
The Relationship ◽  
Norm Of Reciprocity

scholarly journals The Role of Physiological Contract Breach on Employee Reactions: Moderating Role of Organizational Trust

2019 ◽  
Vol 7 (2) ◽  
pp. 233-244
Author(s):  
Sumaira Rehman ◽  
Shahzad Ali ◽  
Muhammad Sajjad Hussain ◽  
Aamir Zamir Kamboh
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Psychological Contract ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Employee Reactions ◽  
The Relationship

Psychological contract Breach (PCB) play a crucial role to shape employee reactions (ERs) Therefore; this study investigated the possessions of Psychological contract Breach on employee’s reactions (organizational behavior regarding citizenship, job satisfaction) under the moderation of organizational trust. Data were collected from 340 employees of the Health sector by using the technique of simple random sampling. Confirmatory factor analysis (CFA) technique has been used to check the validity of the data while structure equation modeling (SEM) technique has been used for test the relationship between variables. Our findings revealed that psychological contract breach had negative and significant relationships with employees’ reactions (organizational citizenship behavior, job satisfaction). Further, organizational trust is also significantly moderated on the relationship between PCB and employees’ reactions (organizational behavior regarding citizenship, job satisfaction).

A moderated mediation model of the relationship between organizational justice and turnover intention

2019 ◽  
Vol 27 (4) ◽  
pp. 1073-1092 ◽  
Author(s):  
Emre Burak Ekmekcioglu ◽  
Enver Aydogan
Keyword(s):  
Organizational Justice ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Mediation Model ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships. Design/methodology/approach Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model. Findings This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF. Research limitations/implications The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships. Practical implications To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations. Originality/value This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.

scholarly journals Self-regulatory Efficacy as Potential Moderator on the Relationship Between Organisational Formal Controls, Perceived Group Norms and Workplace Deviance : A Proposed Framework

2013 ◽  
Vol 64 (2) ◽  
Author(s):  
Kabiru Maitama Kura ◽  
Faridahwati Mohd. Shamsudin ◽  
Ajay Chauhan
Keyword(s):  
Organizational Justice ◽  
Organizational Trust ◽  
Workplace Deviance ◽  
Group Norms ◽  
Group Cohesiveness ◽  
Deviant Behaviour ◽  
Formal Controls ◽  
The Relationship ◽  
Potential Moderator ◽  
Organisational Politics

Several factors have been suggested to explain why employees engage in deviant behaviour at the workplace. To date, some of the factors that have been considered include perceived organisational politics perceived organizational justice, organizational trust, group cohesiveness and group identity, among others. Despite these studies, however, few studies have attempted to consider the influence of organisational formal controls and perceived group norms on workplace deviance. Even if any, they have reported conflicting findings. Therefore, a moderating variable is suggested. This paper proposes self-regulatory efficacy as potential moderator on the relationship between organisational formal controls, perceived group norms and workplace deviance.

Organizational justice as a factor in the formation of vertical trust in an organization (the case of an oil and gas company)

2021 ◽  
Vol 7 (4) ◽  
pp. 8-28
Author(s):  
Igor A. Germanov ◽  
Yulia S. Markova ◽  
Svetlana S. Gordeeva
Keyword(s):  
Organizational Justice ◽  
Oil And Gas ◽  
Organizational Trust ◽  
Major Influence ◽  
Structured Interviews ◽  
Positive Role ◽  
Employee Trust ◽  
Industrial Enterprises ◽  
Trust In Management ◽  
The Relationship

The phenomenon of trust is currently under focus in sociological discourse. Interest in the topic of organizational trust is due to an increasing number of studies proving its positive role in performance of organizations and employees, in increasing the economic efficiency of enterprises, stimulating the processes of its technical and technological modernization. In this regard, there is a need to search for factors conducive to building trust. One area of such research is the study of interaction of trust and organizational justice. However, existing publications do not give a definite answer regarding a direction of influence of these phenomena: some authors argue that trust is formed under the influence of organizational justice, others believe that the influence is vice versa. An additional argument in favor of the relevance of this topic is that the existing studies poorly reflect the specifics of Russian enterprises, since the topic of organizational trust is still under-examined in the domestic scientific literature. This article aims to empirically test hypotheses about the relationship between trust and organizational justice based on research materials carried out at one of the largest Russian enterprises. The objectives of the study were as followed: characterization of trust and organizational justice in various groups of personnel, assessment of impact of various types of organizational justice on vertical organizational trust. The empirical basis of the study is the materials of structured interviews of workers of the main production unit and engineering workers, conducted at one of the largest oil and gas industrial enterprises of the Perm Krai in 2021 (n = 792 people). The authors used the method of a continuous survey of workers at their workplaces in subdivisions. The novelty of the study lies in the fact that for the first time, based on the materials of a survey of Russian workers, the relationship between trust and organizational justice at different stages of a career in an organization was empirically analyzed. Furthermore, the contribution of various types of organizational justice to the formation of employee trust in management was illustrated. In accordance with the results of the study, the authors found out that organizational justice affects vertical trust in an organization: the more fair the organizational conditions are perceived by employees, the higher the level of trust in management. The authors point out that interpersonal and procedural justice have the major influence on the formation of vertical trust in an organization, but their role changes depending on length of service. It is concluded that in order to increase the level of vertical trust, the internal social policy of an organization should include technologies for both organizational analysis and the development of justice of intra-organizational relations, which, in turn, will contribute to an increase of productivity and efficiency of an organization.

scholarly journals Investigating the Relationship between Organizational Justice, Organizational Trust, and Financial Corruption: Case Study in Valiasr Hospital of Tuyserkan City

2018 ◽  
Vol 17 (1) ◽  
pp. 16-22
Author(s):  
Zahra Zobdeh ◽  
Mokhtar Soheylizad ◽  
Elahe Ezati ◽  
Vahid Shafieipour ◽  
Davood Raziee ◽  
...  
Keyword(s):  
Organizational Justice ◽  
Organizational Trust ◽  
Corruption Case ◽  
The Relationship

Exploring organizational trust and organizational justice among junior and middle managers in Saudi Arabia

2015 ◽  
Vol 34 (9) ◽  
pp. 1042-1060 ◽  
Author(s):  
Hayfaa A Tlaiss ◽  
Abdallah M. Elamin
Keyword(s):  
Saudi Arabia ◽  
Organizational Justice ◽  
Cultural Values ◽  
Middle Managers ◽  
Organizational Trust ◽  
Interactional Justice ◽  
Three Dimensions ◽  
Content Type ◽  
Immediate Supervisor ◽  
The Relationship

Purpose – Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to explore the relationship between organizational trust (OT) and OJ in Saudi Arabia. First, the authors examine two foci of trust and explore whether trust in an immediate supervisor/manager is correlated with trust in an organization. Second, the authors test the relationship three widely used constructs of OJ and two aspects of OT. Third, the authors examine the mediating role played by trust in immediate supervisor in the relationship between the various aspects of OJ and trust in an organization. Design/methodology/approach – Using Social Exchange Theory, this study reports the responses of 231 junior and middle managers from eight organizations in Saudi Arabia. Data were collected through a structured survey questionnaire that used standard scales on distributive justice, procedural justice (PJ), and interactional justice (IJ), as well as trust in immediate supervisor and trust in organization. Findings – Consistent with studies conducted in western contexts, the findings revealed a positive, significant, direct relationship between trust in immediate supervisor and trust in organization. However, contrary to what has been reported in the majority of western studies, among the three dimensions of OJ, IJ was the only predictor for trust in immediate supervisor. PJ and IJ were predictors of trust in organization, with PJ the stronger predictor. Finally, trust in immediate supervisor mediates some of the relationship between OJ and trust in organization. Originality/value – The current study is the first to explore the relationship between OJ and OT, with the latter being measured in more than one focus, in the Arab Middle East. Therefore, this study contributes to bridging the gap in the understanding of the relationship between OJ and OT in non-western, Arab and Muslim Middle Eastern contexts. The interconnectedness between the organizational experiences of Saudi Arabian managers and cultural values highlighted in this study has significant implications for researchers, managers, and HR departments.

Impact of Psychological Contract Violation on Interpersonal Trust During Mergers and Acquisitions

2013 ◽  
Vol 41 (3) ◽  
pp. 487-495 ◽  
Author(s):  
Shimei Yan ◽  
Yaodong Zhu
Keyword(s):  
Mergers And Acquisitions ◽  
Psychological Contract ◽  
Structural Equation ◽  
Interpersonal Trust ◽  
Knowledge Workers ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Psychological Contract Violation ◽  
The Relationship ◽  
Contract Violation

We explored the relationship between knowledge workers' perceptions of psychological contract violation and their interpersonal trust during mergers and acquisitions (M&As) to determine whether or not perceived commitment human resource (HR) practices can moderate the relationship between psychological contract violation and interpersonal trust. We collected 210 questionnaire responses from enterprises that were in the process of M&As in China, and structural equation modeling and regression analyses were used to analyze the data. We found that in certain contexts organizational trust (or distrust) can transfer to interpersonal trust (or distrust). This issue merits further discussion.

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