scholarly journals PENGARUH KEADILAN ORGANISASIONAL TERHADAP KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL POLÍCIA NACIONAL DE TIMOR-LESTE (PNTL)

2019 ◽  
pp. 137
Author(s):  
Lino Da Silva Saldanha ◽  
Wayan Gede Supartha ◽  
Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Justice ◽  
Timor Leste ◽  
Organization Member ◽  
Organizational Procedures ◽  
The Relationship

The term of organizational justice used in this study was the degree to which organization member perceived about the overall organizational procedures, rules, and policies which are connected to their job.  The aim of this study was to explore the quality, strength, and significance of the relationship between three types of organizational justices (procedural, distributive and interactional) to job satisfaction and organizational commitment. The study would investigate the relationship between organization chief agent  in the Polícia Nacional De Timor-Leste (PNTL).  Data was collected through questionnaire and the data which had been collected and be analyzed using descriptive and path analysis. The results showed that the perception of chief agent member in the PNTL about organizational justice had a positive significan effect on their job satisfaction. This research also found that the job satisfaction of chief agent member had a positive significan effect on organizational commitment in the Polícia Nacional De Timor-Leste (PNTL).

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>

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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 Organizational climate, organizational commitment, job satisfaction, and employee performance

2018 ◽  
Vol 1 (2) ◽  
pp. 112 ◽  
Author(s):  
Irwan Sugiarto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Climate ◽  
Employee Performance ◽  
The Relationship ◽  
Positive Effect

The purpose of this study was to examine the relationship between organizational climate, organizational commitment,  job satisfaction, and employee performance. Particularly, we examine the effect of organizational climate and organizational  commitmenton job satisfaction. Furthermore, we also test the effect of job satisfaction on employee performance.Results of path analysis on 90 respondents showsopports for all hypotheses. Partially, organizational climate and organizational commitment have positive effect on job satisfaction. Simultaneously, organizational climate and organizational commitment positivelyaffect job satisfaction. In addition, job satisfaction has positive effect on employee performance.

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>

scholarly journals The Mediating Role of Trust in Management on Job Satisfaction and Organizational Commitment

Pravaha ◽  
2020 ◽  
Vol 25 (1) ◽  
pp. 43-52
Author(s):  
Binod Ghimire
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Practical Implication ◽  
Mediating Effect ◽  
Mediating Role ◽  
Trust In Management ◽  
The Impact ◽  
The Relationship

Purpose- The paper aims to empirically testing the mediating effect of trust in management in the relationship between organizational justice and personal outcomes. The main purpose of this study is to understand mediating role of trusting the management on organizational justice and its impact on job satisfaction and organizational commitment. Approach- The study is based on the effect of organizational justice, trust in management, job satisfaction and organizational commitment among nursing staff working at different hospitals at Kathmandu Valley. This study incorporates design and distribution of questionnaire to 160 nurses belonging to different hospitals working on different scale of pay level. Findings- Organizational justice alone does not significantly increase job satisfaction as well as commitment in the organization. Trust in management mediates the relationship organizational justice and personal outcome. Organizational justice positively affect personal outcome when mediated by high trust in management. Practical implication- This paper is useful to academicians and organizations to understand the impact of trust in management on the work performance. This study provides practical implications towards nurses and management of hospitals. Management requires change in behavior to develop trusting environment in workplace.

scholarly journals Investigation on the Relationship Between Job Satisfaction, Organizational Commitment, Organizational Justice and Supervisor Support: an Application in the Health Sector

2017 ◽  
Vol 10 (1) ◽  
pp. 26 ◽  
Author(s):  
Cenk Aksoy ◽  
Ayhan Yalçınsoy
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Health Sector ◽  
Supervisor Support ◽  
Demographic Variables ◽  
Research Data ◽  
Positive Linear Relationship ◽  
The Relationship ◽  
Observation Period

The research is conducted for health sector workers. The research is carried out to examine the relationship between job satisfaction, organizational commitment, organizational justice and supervisor support concepts.The survey was delivered to health sector employeesand a total of 432 completed questionnaires were used for analysis. The observation period took place between May and July 2017.Correlation, regression, T test and Anova analyzes were applied to the research data that obtained by the questionnaire. At the end of the research, positive linear relationship is find between job satisfaction, organizational commitment, organizational justice and supervisor support. The differences in some demographic variables are also find out in the research.

scholarly journals The Influence of Organizational Justice on Intention to Leave: Examining the Mediating Role of Organizational Commitment and Job Satisfaction

2017 ◽  
Vol 8 (1) ◽  
pp. 18 ◽  
Author(s):  
Mohammad Hani Al-Kilani
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Response Rate ◽  
Intention To Leave ◽  
Intentions To Leave ◽  
Mediating Role ◽  
The Relationship

The current study was conducted on the employees of a Jordanian governmental department that has 240 employees, using a questionnaire. The number of the returned questionnaires was 150, achieving response rate of 62.5%. The influences of organizational justice, organizational commitment and job satisfaction on employees’ intention to leave their job were scrutinized and were supported. The mediating roles of organizational commitment and job satisfaction in the relationship between organizational justice and intention to leave were investigated and corroborated. As previous research supported the relations between the studied variables, the contribution of this study is the suggested and corroborated conceivable succession for the effects of the precursors of employees’ intentions to leave their jobs, which demonstrate its significance. The implications and limitations of this study are presented.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND TRANSFORMATIONAL LEADERSHIP THROUGH JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT

2020 ◽  
Vol 4 (1) ◽  
pp. 19
Author(s):  
Rara Cahya Andini ◽  
Trias Setiawati Setiawati
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Justice ◽  
Research Method ◽  
Negative Impact ◽  
T Test ◽  
Mediating Effect ◽  
F Test

The purpose of this study was to determine the mediation of job satisfaction in a relationship between organizational justice and transformational leadership on organizational commitment.  A total of 170 participants who are working in BIAS Yogyakarta have joined this research. Method of collecting data using a questionnaire by conducting regression with analyzing use t-test, F-test, Path analysis with Sobel test. The result of this study found that organizational justice has positive and significant impact on job satisfaction, transformational leadership have positive and significant impact on job satisfaction, organizational justice has negative impact on organizational commitment, transformational leadership have positive and significant impact on organizational commitment, job satisfaction has negative impact on organizational commitment, job satisfaction have mediating effect between organizational justice and organizational commitment, and job satisfaction have mediating effect between transformational leadership and organizational commitment.Kata Kunci: organizational justice, transformational leadership, job satisfaction, organizational commitment 

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