scholarly journals Örgütsel Adalet, Sapkın Davranış, Örgütsel Sinizm ve İşten Ayrılma Niyeti İlişkisi: Karşılılık Normu Yaklaşımı (The Relationship between Organizational Justice, Deviant Behavior, Organizational Cynicism and Job Quit Intention: The Norm of Reciprocity Perspective)

2020 ◽  
Vol 8 (2) ◽  
pp. 870-895
Author(s):  
Berrin Güzel ◽  
Ediz Güripek
Keyword(s):  
Organizational Justice ◽  
Deviant Behavior ◽  
Organizational Cynicism ◽  
The Relationship ◽  
Norm Of Reciprocity

The effect of organizational cynicism on job satisfaction

2019 ◽  
Vol 42 (5) ◽  
pp. 625-640 ◽  
Author(s):  
Özgür Kökalan
Keyword(s):  
Job Satisfaction ◽  
Sample Size ◽  
Organizational Justice ◽  
Structural Equation ◽  
Three Dimensions ◽  
Content Type ◽  
Future Studies ◽  
Organizational Cynicism ◽  
Organizational Spirituality ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating roles of organizational spiritual values in the relationship between organizational cycinism and job satisfaction. Design/methodology/approach The sample was selected by using a convenience sampling method. The sample included in 472 employees from different sectors such as higher education, banking, energy and manufacturing industry. Participants filled in organizational cycinism scale, job satisfaction scale and organizational spirituality scale. Comfirmatory factor analysis and structural equation method were used to detect the direction and level of the relationships between parameters. Findings According to the mediating analysis findings, organizational spirituality is the partial reason for the association between behavioral cycinism and job satisfaction. Organizational spirituality is also the full reason for the association between affective cycinism and job satisfaction and the relationship between cognitive cycinism and job satisfaction. This means that organizational spirituality decreases the negative effects of organizational cycinism on job satisfaction. Research limitations/implications This research is not free from limitations just like others. First, the sampling was limited with only four sectors. In future studies, it can be favorable to take data from all other sectors. The second limitation was that organizational spirituality was the only factor that was used to determine the relationships among the three dimensions of organizational cynicism and job satisfaction. The last limitation was regarding the sample size. Although, sample size that was used in this research was enough to conduct all statistical analyses, extended sample size could be used in future studies. Practical implications The results of this research may benefit various stakeholders. While determining organizational spirituality elements in an organization, all the stakeholders’ voices should be included, and their values should be taken into consideration. In addition to this, all institutional employees should be trained about spirituality that exists in the organization, so that all employees will develop a strong bond with other employees and the organization. Moreover, organizational spirituality is closely related to organizational justice. If manager wants organizational spirituality to take root in the institution and eliminate the negativities, it is absolutely necessary to apply organizational justice in each and every matter within the organization. Originality/value There have been no studies exploring the mediating effects of organizational spirituality on the organizational cynicism and job satisfaction relationship. Therefore, this paper could be accepted as original.

scholarly journals INVESTIGATION OF THE ORGANIZATIONAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CYNICISM PERCEPTIONS OF ACADEMICIANS

2021 ◽  
Vol 8 (12) ◽  
Author(s):  
Sinan Yalçın ◽  
Mehmet Özbaş
Keyword(s):  
Regression Analysis ◽  
Organizational Justice ◽  
Organizational Support ◽  
Quantitative Research ◽  
Perceived Organizational Support ◽  
Correlation And Regression Analysis ◽  
Organizational Cynicism ◽  
High Level ◽  
The Relationship ◽  
Research Pattern

<p>This research, which aimed to investigate the relationship between organizational justice, perceived organizational support and organizational cynicism perceptions of academicians, was designed with the correlational survey model in the quantitative research pattern. The data of the research were collected with the organizational justice, perceived organizational support and organizational cynicism scales. The research was carried out with 132 academicians who were in-service in the Erzincan Binali Yıldırım University located in the Eastern Anatolia Region of Turkey in 2019. The data of the research were analysed using the frequency, frequency, arithmetic mean, correlation and regression analysis. At the end of the research, it was found that the organizational justice, perceived organizational support of the academicians were at a high level, their organizational cynicism perceptions were at a low level. According to another result reached, there was a negative significant relationship between organizational justice, perceived organizational support perceptions and organizational cynicism perceptions of the academicians. At the end of the regression analysis, it was found that the academicians' organizational justice and perceived organizational support perceptions were a significant predictor of organizational cynicism.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0951/a.php" alt="Hit counter" /></p>

Workplace deviant behavior among employees of Islamic-based universities in Lampung: the moderating role of Islamic workplace spirituality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eka Pariyanti ◽  
Andiana Rosid ◽  
Wiwiek Rabiatul Adawiyah
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Justice ◽  
Islamic Law ◽  
Deviant Behavior ◽  
Workplace Spirituality ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).Design/methodology/approachThis research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).FindingsOut of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.Research limitations/implicationsThis study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.Practical implicationsSince bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.Social implicationsISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.Originality/valueMost theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.

Organizational Justice enhances Subjective Well-being

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Ms. Anjali Sahai ◽  
Prof. (Dr). Abha Singh
Keyword(s):  
Organizational Justice ◽  
Satisfaction With Life ◽  
Interactional Justice ◽  
Well Being ◽  
Adverse Outcomes ◽  
Satisfaction With Life Scale ◽  
Subjective Well Being ◽  
Negative Experience ◽  
Life Scale ◽  
The Relationship

Organizational Justice has the potential to create major impact on organizations and employees alike. These include greater commitment, trust, enhanced job performance, more citizenship behaviors and less number of conflicts. It has been reported that employees seem to have a universal concern for Justice that transcends the self and that many are subject to biases at various point of time in their work life. Sometimes these biases lead to adverse outcomes including decreased level of subjective well-being. Subjective well-being is a broad category that includes life satisfaction, positive affect, and low negative affect, such as anger, sadness and fear. Thus to study the relationship between Organizational justice and subjective well-being, a sample of 88 employees working in Private Universities of NCR region were examined. For this purpose, the Organizational Justice scales consisting of Measure of Procedural & Interactional Justice and Distributive Justice Index scale by Moorman, Blakely & Niehoff (1998) and Subjective Wellbeing Scales inclusive of the Satisfaction with Life Scale(SWLS),Scale of Positive and Negative Experience(SPANE) and Flourishing Scale (FS) by Ed Diener (2004)were used. Results indicate significant relationship between the three types of Organizational justice and subjective well-being of employees.

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