scholarly journals Does Organizational Justice Moderate The Negative Influence of Job Insecurity on Organizational Commitment?

2021 ◽  
Vol 5 (3) ◽  
pp. 177-189
Author(s):  
Anik Herminingsih
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Job Insecurity ◽  
Employee Commitment ◽  
Negative Influence ◽  
Hierarchical Regression ◽  
Hierarchical Regression Model ◽  
Sense Of Justice ◽  
Contract Labor

The increasing use of contract labor has triggered job insecurity resulting in a decline in organizational commitment. It is a challenge for the management of human resources to keep the committed employees by providing good treatments, for example, by giving a sense of justice of the organization. The study aims to analyze whether organizational justice moderates the negative influence of job insecurity on organizational employee commitment. The study involves 30 students of regular2; the data are obtained by filling in a self-rating questionnaire. The data are analyzed by using hierarchical regression model  by using SPSS. The results show that job insecurity affects negatively and significantly on organizational employee commitment, while organizational justice affects positively and significantly on organizational employee commitment. Organizational justice has not been proven to moderate the influence of job insecurity on organizational employee commitment.   Keywords: moderation, negative influences, organisasional commitment, insecurity

A study on the expatriates, organizational justice, organizational commitment, job engagement, and organizational effectiveness

2014 ◽  
Vol 64 (Supplement-2) ◽  
pp. 53-68
Author(s):  
Pao-Cheng Lin
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Organizational Effectiveness ◽  
Large Scale ◽  
Local People ◽  
Job Engagement ◽  
Research Results ◽  
Retrieval Rate ◽  
Mother Country

A lot of large-scale companies in Taiwan have actively expanded the overseas businesses in past years. In addition to recruiting local people as the human resources, expatriates from the mother country could better conform to the enterprise principles and policies. This study aims to discuss the correlations between expatriates and Organizational Justice, Organizational Commitment, Job Engagement, and Organizational Effectiveness and expects to provide decision reference for relevant industries. Questionnaires were distributed among and collected from the management and the expatriates of enterprises which were ranked top-ten revenue in 2013 through e-mails. A total of 300 copies of questionnaires were distributed, and 143 valid copies were retrieved, with the retrieval rate of 48%. The research results concluded the significant correlations between 1. Organizational Justice and Organizational Commitment, 2. Organizational Justice and Job Engagement, 3. Organizational Commitment and Job Engagement, 4. Organizational Commitment and Organizational Effectiveness, and 5. Job Engagement and Organizational Effectiveness.

Moderating effect of subordinates’ overall justice in the relationship between supervisors’ overall justice and supervisors’ affective organizational commitment

2018 ◽  
Vol 37 (7) ◽  
pp. 526-536 ◽  
Author(s):  
Si Hyun Kim ◽  
Giacomo Laffranchini ◽  
Wonho Jeung
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Hierarchical Regression ◽  
Affective Organizational Commitment ◽  
Cross Sectional ◽  
Content Type ◽  
Overall Justice ◽  
Matched Data ◽  
The Relationship ◽  
Practical Implications

PurposeThe purpose of this paper is to examine the relationship between supervisor’s overall justice and affective organizational commitment. The authors further study how this relationship is moderated by subordinates’ overall justice.Design/methodology/approachThe authors conducted hierarchical regression analyses on a sample of supervisor–subordinate matched data.FindingsSupervisors’ overall justice was positively related to supervisors’ affective organizational commitment, and subordinates’ overall justice moderated these relationships.Research limitations/implicationsThe main limitation of the study was its cross-sectional nature.Practical implicationsResults emphasized the importance of the interaction between supervisors’ and subordinates’ perceived overall justice, which suggests that employers should focus on treating all individuals fairly in the workplace.Originality/valueThe study contributes to the organizational justice literature by providing empirical evidence using a supervisor–subordinate matched sample, suggesting that overall justice is important to understanding individuals’ affective organizational commitment. Using fairness heuristic theory, the study explores the interaction effect of subordinates’ overall justice on the relationship between supervisors’ overall justice and affective organizational commitment.

The contribution of organizational justice in budget decision-making to federal managers' organizational commitment

2003 ◽  
Vol 15 (4) ◽  
pp. 505-524 ◽  
Author(s):  
Andrew Blair Staley ◽  
Barbara Dastoor ◽  
Nace R. Magner ◽  
Chandler Stolp
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Federal Budget ◽  
Interactional Justice ◽  
Interactive Effects ◽  
Hierarchical Regression ◽  
Main Effect ◽  
Budget Decision ◽  
Bureaucratic Behavior

This study examines the contribution of distributive, procedural, and interactional justice in Federal budget decision-making to Federal managers' commitment to the Federal government as an employing organization. A total of 1,358 useable surveys were received from a sample of 9,643 managers. Reliability coefficients were acceptable (> .70), and intercorrelations consistent with previous studies. Hierarchical regression analysis supported only maineffect relationships between procedural justice and interactional justice and managers' organizational commitment. No support was found for a main effect relationship between distributive justice and organizational commitment -- or for any interactive effects. Contrary to models of bureaucratic behavior based on economic theory, these findings may suggest that Federal managers may be motivated primarily by psychological outcomes of budget decisions.

scholarly journals Pengaruh Job-Engagement Terhadap Perilaku Withdrawal Melalui Komitmen Organisasi

2019 ◽  
Vol 2 (1) ◽  
pp. 43
Author(s):  
Alkusani Alkusani ◽  
Sukaris Sukaris
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Employee Engagement ◽  
Education Institution ◽  
Negative Influence ◽  
Job Engagement ◽  
Analysis Tool ◽  
Good Reliability ◽  
Withdrawal Behavior ◽  
Employee Withdrawal

Human resources (HR) as one of the keys for the company in achieving its goals and success. Achieving company goals if HR shows good reliability, therefore companies need to make HR play a key role in an organization so that there is involvement, love or employee engagement that impacts on the sustainability of an organization, which can build organizational commitment and also determine how employees will behave. In this study offers a new theoretical framework of management as a shaping factor for the importance of organizational commitment and also the behavior of withdrawal of employees, the sample is carried out on employees with a contractual status of 54 in a higher education institution. The analysis tool uses path analysis with warpPLS. The results show that job engagement negatively influences employee organizational commitment, job engagement has a negative influence on withdrawal behavior, organizational commitment has a negative influence on withdrawal behavior while organizational commitment cannot be a mediating variable between job engagement and employee withdrawal behavior .

scholarly journals Job Insecurity, Organizational Commitment, Financial Responsibility, and Turnover Intention, a Test of Three-Way Interaction

2018 ◽  
Vol 11 (6) ◽  
pp. 213
Author(s):  
Faris Alghamdi
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Pearson Correlation ◽  
Behavioral Outcomes ◽  
Hierarchical Regression ◽  
Financial Responsibility ◽  
Contract Employees ◽  
Negative Effect ◽  
Moderator Role

Job insecurity as a hindrance stressor has a negative effect on behavioral outcomes. The current study investigates the association between job insecurity and turnover intention among fixed-contract employees in Albaha province, Saudi Arabia. Additionally, it examines the moderator role of organizational commitment and financial responsibility in the association between job insecurity and turnover intention. 105 fixed- contract employees working in pubic organizations participated in the study. Pearson correlation analysis and hierarchical regression analysis revealed that job insecurity was positively and significantly related to turnover intention, as well as job insecurity, organizational commitment and financial responsibility interact in the predication of turnover intention (3-way interaction).

scholarly journals Analyzing the Consequences of Bad Outsourcing on Human Resources in Iranian Public Organizations

2012 ◽  
Vol 4 (2) ◽  
pp. 64-71
Author(s):  
Ali Asghar Pourezzat ◽  
Nader Seyed Kalali . ◽  
Ghazaleh Taheri Attar .
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Organizational Identity ◽  
Public Organizations ◽  
Job Security ◽  
Citizenship Behaviors ◽  
Behavioral Consequences ◽  
Significant Difference ◽  
The Status

The purpose of present research is to compare the status of perceptional and behavioral consequences on employees who serve in bad-outsourced departments of one of Iranian public organizations and the status of consequences on those employees who serve in non-outsourced departments of the same organization. In this line, such variables as organizational justice, organizational commitment, organizational identity, job security and anti-citizenship behaviors are compared between two groups of staff. The findings show that the rate of organizational justice, organizational commitment, organizational identity and job security among those employees who serve in bad-outsourced sectors is lower than similar variables among non-outsourced ones. In the meantime, there is no significant difference between groups in terms of anticitizenship behaviors variable. Noteworthy, present study was conducted in summer and fall 2010 in Iran.

Pengembangan Karir dan Iklim Organisasi terhadap Komitmen Karyawan (Studi Kasus pada Bank Daerah Syariah)

2020 ◽  
Vol 3 (2) ◽  
pp. 120-128
Author(s):  
Fotuho Waruwu ◽  
Dematria Pringgabayu
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Organizational Climate ◽  
Employee Commitment ◽  
The State ◽  
Development System ◽  
Work System ◽  
State Apparatus

Human Resources (HR) is a very important part in PT Bank Daerah Syariah, so that it is expected that there is an ideal and sufficient working period to optimize employee careers and increase employee commitment to the company, considering the products produced by the company are products used to facilitate the state apparatus work system and service to the wider community.This study aims to determine the effect of variable Career Development and Organizational Climate on the commitment of Employees in PT Bank Daerah Syariah. The method used in this study is a research mix method, which is a step of research by combining two forms of approach in research that is quantitative and qualitative. The population in this study were all employees in the Bank Daerah Syariah (BDS) as many as 53 employeesThe results showed that the career development variable (X1) and also the Organizational Climate (X2) had a positive and significant effect on the variable Employee Commitment (Y). The conclusion of the research shows that to increase the commitment of employees in PT Bank Daerah Syariah, the company needs to improve the existing career development system and maintain the organizational climate so that it remains conducive for all employees. 

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

Sign in / Sign up

Export Citation Format

Share Document