scholarly journals The Relationship of Distributive Justice and Procedural Justice on Organizational Commitment: An Empirical Testing

2017 ◽  
Vol 31 (1-2) ◽  
pp. 121-128
Author(s):  
Binod Ghimire
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Human Resource Development ◽  
Work Factors ◽  
Relationship Of ◽  
Managerial Employees ◽  
The Impact ◽  
The Relationship

This paper investigates the relationship between organizational justice and organizational commitment among the employees of different organizations from Kathmandu Valley. This research study analyzes the impact of organizational justice as encompassed by two components, namely distributive justice and procedural justice on employee’s commitment. This study is descriptive and analytical. The sample consists of managerial and non-managerial employees who have volunteered to participate in the study. This study reveals a positive and significant relationship showing that the foundation of an employee’s commitment is within the application of both distributive and procedural justice, with procedural justice having stronger effect. The findings in this study would offer insight to the managers and business organization in Nepal to formulate strategies that involve in work factors such as distributive and procedural justice for the improvement of the human resource development.

scholarly journals The Impact of Organizational Justice and Organizational Commitment on Turnover in the Employees of Allied Bank Peshawar Region

2021 ◽  
Vol 4 (1) ◽  
pp. 27-37
Author(s):  
JUNAID ATHAR KHAN ◽  
SAIMA AFSHEEN ◽  
DR. SHAHID JAN ◽  
MUHAMMAD TARIQ
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Positive Impact ◽  
Two Dimensions ◽  
Decision Makers ◽  
Level Of Satisfaction ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

The study is aimed to investigate the impact of organizational justice over the organizational commitment and turnover intention perceived by the employees regarding their jobs in the Allied Bank of Peshawar region. A total of 180 employees selected from different hierarchical levels of Bank responded to the questionnaires used for the evaluation of this study. The collected data is analysed with the help of the SPSS 22.0 version, which provided the descriptive statistical analysis that further reveal means of employee’s Organizational Justice with two dimension Distributive Justice and Procedural Justice of organizational commitment and turnover, i.e. reported as close to 3.0. Reliability of the study is considered as adequate because the Cronbach Alpha values were reported considerably above than the predetermined threshold of 0.70 for all the four variables of the study. Multiple regression analysis, factor analysis were also conducted to test the hypotheses of the study and as a result, it was evaluated that the two dimensions of the organizational justice, i.e. distributive and procedural have significant positive impact over the employee’s job commitment and reduction in turnover of employees to other banks or other organizations. The study will help the decision makers and especially the HR executives in obtaining some better understanding of the relationship of two variables with organizational justice, so that they can formulate certain suitable strategies for the employees and organization as a whole, which in turns lead to higher level of satisfaction among employees and improve their performance as a whole. A number of limitations of this study and recommendations for the future researchers are also discussed at the end of the study.

scholarly journals Organizational Justice and Organizational Commitment: A Study on It Sector

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Mandakini Rathore ◽  
Dr. Chandrani Sen
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Three Dimensions ◽  
The Relationship ◽  
Correlation Design

The purpose of the present paper was to analyse the relationship between perceived organizational justice and organizational commitment on IT sector (India). The research was conducted on 90 employees working in IT sector. A Correlation design was deployed to analyse the data. The three dimensions of organizational justice- procedural, distributive and interactional were positively correlated with organizational commitment wherein distributive justice contributed the most to commitment.

scholarly journals The Moderating Effect of Procedural Justice on the Effectiveness of the Balanced Scorecard in Improving Managerial Performance through Organizational Commitment

2010 ◽  
Vol 12 (3) ◽  
pp. 415
Author(s):  
Supriyadi Supriyadi
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Balanced Scorecard ◽  
Moderating Effect ◽  
Managerial Performance ◽  
Financial Measures ◽  
The Balanced Scorecard ◽  
Nonfinancial Measures ◽  
The Impact ◽  
The Relationship

This study extends prior studies on the effectiveness of theBalanced Scorecard (BSC) to improve managerial performancedone by Lau and Mosser (2008) and Lau and Sholihin (2005).Specifically, the study empirically tests the moderating effects ofprocedural justice on the relationship between the financial andnonfinancial dimensions of BSC and managerial performance. Italso tests the impact of organizational commitment on performance.Based on survey data from 76 respondents, the results indicate thatperceived procedural justice in the use financial and nonfinancialdimensions of the BSC is associated with managers’ organizationalcommitment. It further finds that organizational commitment ispositively related to performance. The study extends the literatureby providing empirical evidence about the moderating effect ofprocedural justice on the relationship between the financial andnonfinancial dimensions of BSC and organizational commitment.Keywords: balanced scorecard; organizational commitment; financial measures;managerial performance; moderating effect; nonfinancial measures;procedural justice

Organizational justice and millennial turnover in public accounting

2017 ◽  
Vol 39 (1) ◽  
pp. 112-126 ◽  
Author(s):  
Jessie George ◽  
Stephanie Wallio
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Turnover Intentions ◽  
Public Accounting ◽  
Content Type ◽  
The Public ◽  
Study Results ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the relationship between distributive justice, procedural justice, and turnover intentions for Millennial employees working in the public accounting environment. Design/methodology/approach Data collection utilized an online survey sent to members of a regional certified public accountant organization (n=75). Findings Lower levels of both distributive and procedural justice predicted higher turnover intentions, controlling for gender and job tenure. Procedural justice was found to have a stronger relationship with turnover intentions than distributive justice for Millennial public accountants. Practical implications The public accounting industry is facing a crisis based on the shortage of staff and senior level accountants, which are primarily Millennial employees. The study results have practical implications for public accounting firms. The findings suggest that the fairness of organizational processes could impact Millennials’ turnover intentions more than the fairness of organizational rewards. Employers could use this information to manage levels of procedural justice, which could reduce turnover intentions, actual turnover, and other byproducts of the staffing shortage. Originality/value This study examined the relationship between organizational justice and Millennial turnover intentions in public accounting. The study replicated the findings of some prior studies in a purely Millennial sample in the public accounting context and addressed some of the contradictory results seen previously related to organizational justice. As the public accounting industry has an abnormally large percentage of Millennial employees, these findings may be applied to other environments as the Millennial population in the workforce increases.

scholarly journals Locus of Control as a Moderator in the Relationship Between Job Satisfaction and Organizational Commitment: a Study of Indian It Professionals

2019 ◽  
Vol 4 (2) ◽  
pp. 25-41 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Human Resource Development ◽  
It Professionals ◽  
Organizational Functioning ◽  
Internal Locus Of Control ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

In recent times, increasing interest has been shown by OB and HR practitioners in the area of organizational commitment (OC). This interest stems from the fact that the committed workforce is considered beneficial for organizational functioning and effectiveness. The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on organizational commitment. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and organizational commitment. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 449 Indian IT professionals. Hierarchical multiple regression showed that job satisfaction and internal locus of control was positively related to organizational commitment. Also, locus of control was found to moderate the relationship between job satisfaction and organizational commitment such that the relationship was stronger for internals than for externals. The present study has important implications for human resource development in the IT sector. Managers should use strategies to achieve high job satisfaction and organizational commitment. They must be aware of the moderating role which different personality attributes play in the relationship between job satisfaction and organizational commitment.

Exploring the Relationship of Shared Race/Ethnicity With Court Actors, Perceptions of Court Procedural Justice, and Obligation to Obey Among Male Offenders

2016 ◽  
Vol 7 (1) ◽  
pp. 87-102 ◽  
Author(s):  
Thomas Baker
Keyword(s):  
Procedural Justice ◽  
Survey Data ◽  
Future Research ◽  
Male Offenders ◽  
Race Ethnicity ◽  
The Law ◽  
Hispanic Male ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

Using survey data from a sample of White, Black, and Hispanic male offenders ( n = 311), this study examines whether the relationship between procedural justice and obligation to obey the law is substantiated among a sample of offenders. Further, this study explores the impact that sharing the race/ethnicity of the defense attorney, prosecutor, and judge in their most recent conviction has on male offenders’ perceptions of court procedural justice and their perceived obligation to obey the law. The findings reveal that male offenders who perceive the courts as more procedurally just report a significantly greater obligation to obey the law. In addition, Black and Hispanic offenders who shared the race/ethnicity of the prosecutor in their case perceived the courts as significantly more just. Implications and directions for future research are discussed.

scholarly journals ORGANIZACINIO TEISINGUMO VAIDMUO PRIIMANT SPRENDIMUS PAAUKŠTINTI

Psichologija ◽  
2008 ◽  
Vol 38 ◽  
pp. 46-82
Author(s):  
Jurgita Lazauskaitė-Zabielskė ◽  
Dalia Bagdžiūnienė
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Turnover Intentions ◽  
Interactional Justice ◽  
Practical Applications ◽  
Trust In Management

Nors organizacinis teisingumas turi svarbių padarinių organizacijoje, esama vos keleto tyrimų, nagrinėjančių organizacinio teisingumo vaidmenį priimant sprendimus dėl paaukštinimo. Todėl buvo atliktas tyrimas, kurio tikslas buvo nustatyti suvokto skirstymo, procedūros ir sąveikos teisingumo vaidmenį priimant sprendimus paaukštinti. Šiuo tyrimu siekiama išsiaiškinti, kaip suvoktas skirstymo, procedūros ir sąveikos teisingumas yra susijęs su sprendimo dėl pareigų paaukštinimo palankumu, pasitenkinimu darbu ir paaukštinimo galimybėmis, įsipareigojimu organizacijai, ketinimu išeiti, pasitikėjimu vadovu ir vadovybe. Tyrime dalyvavo 132 darbuotojai iš įvairių organizacijų. Tyrimo rezultatai atskleidžia, kad suvoktas skirstymo teisingumas yra teigiamai susijęs su sprendimo dėl pareigų paaukštinimo palankumu ir pasitenkinimu darbu. O suvoktas procedūros teisingumas yra teigiamai susijęs su įsipareigojimu organizacijai ir neigiamai susijęs su ketinimais išeiti. Be to, suvoktas skirstymo ir sąveikos teisingumas yra teigiamai susijęs su pasitenkinimu paaukštinimo galimybėmis. Galiausiai tais atvejais, kai sprendimą dėl pareigų paaukštinimo priima tiesioginis vadovas, suvoktas sąveikos teisingumas yra susijęs su pasitikėjimu vadovu. O kai sprendimą paaukštinti pareigas priima aukštesnio lygio (netiesioginis) vadovas, suvoktas sąveikos teisingumas yra susijęs su pasitikėjimu vadovybe. Maža to, nei suvoktas procedūros, nei suvoktas sąveikos teisingumas nėra susiję su sprendimo dėl pareigų paaukštinimo palankumu.Pagrindiniai žodžiai: skirstymo teisingumas, procedūros teisingumas, sąveikos teisingumas, pareigų paaukštinimas. The Role of Organizational Justice in Promotion Decisions Jurgita Lazauskaitė-Zabielskė, Dalia Bagdžiūnienė SummaryOrganizational justice perceptions are important for organizations, because they help to predict organizationally important outcomes. However, justice regarding promotions in particular is studied less than other types of organizational justice. Therefore the research was conducted to examine the role of organizational justice aspects, i. e. distributive, procedural and interactional justice, in promotion decisions. The purpose of this study was to determine how perceived distributive, procedural and interactional justice are related to favourability of promotion decision and various levels of outcomes. In particular, this study explored the relationship between perceived distributive, procedural and interactional justice and job satisfaction, satisfaction with promotion opportunities, organizational commitment, turnover intentions, trust in supervisor and trust in management. 132 employees from various organizations participated in the study. The results of the study revealed that favourability of promotion decision (i. e. promotion or non-promotion) is related to perceived distributive justice (Z = –5.867, p ≤ 0.001), but not related to perceived procedural and interactional justice. While perceived justice of decision is related to decision favourability, fair procedures and fair interpersonal treatment is valued irrespective of it. The study also showed that different aspects of organizational justice are related to different outcomes. Perceived distributive justice is related to job satisfaction (β = 0.602, p ≤ 0.01) and satisfaction with promotion opportunities (β = 0.721, p ≤ 0.01). The more decision regarding promotion is considered as fair the more employees are satisfied with their job and promotion opportunities. Perceived procedural justice is the best predictor of organizational outcomes such as organizational commitment (β = 0.676, p ≤ 0.01) and turnover intentions (β = 0.687, p ≤ 0.01). When employees perceive promotion procedures as fair they are more committed to organization and less likely to leave. Moreover, perceived interactional justice is positively related to satisfaction with promotion opportunities (β = 0.138, p ≤ 0.01). Finally, when promotion decisions are made by supervisor, perceived interactional justice is positively related to trust in supervisor (β = 0.716, p ≤ 0.01). On the other hand when promotion decisions are made by upper-level manager, perceived interactional justice is positively related to trust in management (β = 0.682, p ≤ 0.01). Limitations of the study and possibilities for future researches and practical applications are discussed. Keywords: distributive justice, procedural justice, interactional justice, promotion decisions.

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

scholarly journals Impact Of Organizational Justice On Employee Dissent In Higher Education Sector Of Pakistan: A Women’s Perspective

2020 ◽  
Vol 11 (2) ◽  
pp. 125-138
Author(s):  
Omar Ahmed Shaikh ◽  
Syed Shabib-ul- Hasan
Keyword(s):  
Higher Education ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Interactional Justice ◽  
Future Research ◽  
Organizational Settings ◽  
Female Teachers ◽  
Female Employees ◽  
The Impact ◽  
The Relationship

This study examined the impact of organizational justice on employeedissent from the perspective of female employees. Participants were 210full time female teachers working in severalPakistan. Scope of this research shall encompass the justice and dissentperceptions of female teachers in these universities. This research uses aquantitative method by using survey, and proportionate stratified randomsampling technique was used to collect data. Multiple regression analysiswas used in order to explore the relationship between variables. Resultsindicated that perceptions of interactional and distributive justice are negatively associated with displaced dissen not related with displaced dissent. Interactional justice proved to be thestrongest predictor of displaced dissent followed by distributive justice.Perceptions of organizational justice were not related to latent or articulated dissent. Future research should also focus on explaining occurrence of dissent in various organizational settings such as service or production based organizations

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