scholarly journals Job involvement in Iranian Custom Affairs Organization: the Role of Organizational Justice and Job Characteristics

2012 ◽  
Vol 2 (1) ◽  
pp. 40
Author(s):  
Freyedon Ahmadi
Keyword(s):  
Organizational Justice ◽  
Interactional Justice ◽  
Job Involvement ◽  
Job Characteristics ◽  
Self Report ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Task Identity ◽  
Task Variety ◽  
Task Significance

Job Involvement (JI) is defined as employee’s psychological identification with current job. Some researchers argue that JI is explained only by intrinsic variables. In contrast, others use organizational variables as drivers of JI. The purpose of Current research is to explain JI using simultaneously two important but ignored organizational drivers, as organizational justice (OJ) and job characteristics (JC). OJ is conceptualized by three dimensions as distributive, procedural, and interactional justice. Also, JC model is divided, as Henchman and Oldham (1976) suggested, into five dimensions as task variety, task identity, task significance, job autonomy, and feedback. The question is: do OJ and JC dimensions can explain and predict variance of JI? By selecting systematically random 140 employees from Iranian custom affairs organization (ICAO), standard questionnaire is sent in order to fill it based on self-report. Structural equation modeling approach results show that distributive and procedural justices, task variety task identity, autonomy, and feedback have significantly positive impacts on JI, but interactional justice and task significance do not. Some practical and theoretical suggestions and recommendations are presented at the end of report. Key words: job involvement, organizational justice, job characteristics, ICAO.

Catalyzing Employee OCBE in Tour Companies: Charismatic Leadership, Organizational Justice, and Pro-Environmental Behaviors

2019 ◽  
Vol 43 (5) ◽  
pp. 682-711 ◽  
Author(s):  
Luu Trong Tuan
Keyword(s):  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Charismatic Leadership ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Positive Interaction ◽  
Environmental Behaviors ◽  
Data Set ◽  
Environmental Commitment

Employees are crucial contributors to their tour companies’ green strategies. The main objective of our research is to assess the role of environmentally specific charismatic leadership in fostering employees’ organizational citizenship behavior for the environment (employee OCBE). The mediation and moderation mechanisms for such a relationship were also examined drawing on social learning and social identity perspectives. The data set for our research was derived from employees and their direct managers working in tour companies in Ho Chi Minh City, Vietnam. The analysis of these data was conducted through the use of structural equation modeling. Environmentally specific charismatic leadership demonstrated a role in shaping employee OCBE via employee environmental commitment as a mediator. The positive interaction effects between environmentally specific charismatic leadership and the three dimensions of organizational justice for pro-environmental behaviors—procedural, distributive, and interactional justice—were found to predict employee environmental commitment.

Moderating Role of Gender between Job Characteristics and Job Satisfaction

2017 ◽  
Vol 8 (2) ◽  
pp. 59-71
Author(s):  
Shruti Traymbak ◽  
Pranab Kumar ◽  
A.N. Jha
Keyword(s):  
Job Satisfaction ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Chi Square ◽  
Male And Female ◽  
Task Identity ◽  
Task Significance ◽  
Moderating Role ◽  
And Task

This study examines the moderating role of gender between job characteristics and job satisfaction among Indian software employees which has received less attention in the Indian context. Additionally, it also examines difference in the job characteristics that affect male and female employee's job satisfaction. Structural Equation Modeling (SEM) and chi-square difference in multi group moderation analysis, used to test the hypothesized relationships. Chi-square difference test showed invariant moderation effect of gender on the relationship between job characteristics and job satisfaction. It has been also found that five job characteristics (skill variety, task significance, task identity, autonomy and feedback) have a significant positive impact on job satisfaction among male employees, whereas in case of female, only two job characteristics task significance and task identity were significant predictors of job satisfaction. Interestingly, task significance and task identity were common significant positive predictors of job satisfaction for both male and female software employees.

Age-Related Effects on Interoceptive Accuracy, General Interoceptive Sensibility, and Specific Interoceptive Sensibility

2020 ◽  
Vol 27 (4) ◽  
pp. 154-170 ◽  
Author(s):  
L. Nusser ◽  
O. Pollatos ◽  
D. Zimprich
Keyword(s):  
Structural Equation ◽  
Empirical Support ◽  
Self Report ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Adult Lifespan ◽  
Age Related ◽  
Physical Diseases ◽  
Interoceptive Accuracy ◽  
Subjective Belief

Abstract. Background: The current research into interoception distinguishes between interoceptive accuracy (IAcc), the accurate detection of internal sensations (e.g., heartbeats) as measured by performance on objective IAcc tasks, and interoceptive sensibility (IS), the subjective belief concerning one’s own experience of internal sensations as measured either through self-report questionnaires or through one’s confidence in the accuracy during an IAcc task. Aims: As the two measures of IS, however, are usually uncorrelated and show differential relationships to IAcc, we suggest different types of IS, a general IS and a specific IS. Further, based on a growing body of research linking IAcc and IS to physical and mental diseases, the development of interoception across the adult lifespan is of importance. Methods: Using Structural Equation Modeling the present paper investigates the relationships among IAcc assessed by a heartbeat counting task, and the two proposed dimensions of IS in 138 participants ( Mage = 42.67, SDage = 18.77). Furthermore, we examine age-related differences in IAcc, as well as in general and specific IS. Results: In terms of the relationship between the three dimensions, general and specific IS were weakly correlated and exhibited different relationships to IAcc. Further, we found different age effects on the three interoceptive dimensions. Whereas IAcc decreased with age, specific IS tend to increase with age, and general IS remained unaffected by age. Conclusion: The findings provide further empirical support for a dissociation between general and specific IS and raised important questions concerning the relation between interoceptive accuracy and the emergence of physical diseases in older age.

How organization justice and perceived organizational support facilitate employees’ innovative behavior at work

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajjad Nazir ◽  
Amina Shafi ◽  
Mian Muhammad Atif ◽  
Wang Qun ◽  
Syed Muhammad Abdullah
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Interactional Justice ◽  
Organization Culture ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Behavior ◽  
Content Type

Purpose The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective commitment and innovative behavior (IB). The mediating role of POS is tested within the relationship of justice dimensions, affective commitment and IB. Design/methodology/approach Data for this research were collected from 367 managerial and executive employees working in manufacturing and IT sector firms in Pakistan. Structural equation modeling was utilized to test hypothesized relationships. Findings Results indicate that organizational justice (distributive, procedural and interactional justice), innovative organization culture and POS are significantly related to affective commitment and employees’ IB. The findings also showed that organizational justice stimulates employees’ affective commitment and IB through mediating POS as well as directly. Research limitations/implications The main limitation of this study is its cross-sectional design and self-reported questionnaire data. This study is also limited to manufacturing and IT sector in Pakistan. Therefore, other sectors and geographical locations could be chosen for future research using a bigger sample size. Originality/value This study makes important theoretical contributions using social exchange theory. It also expands the research in the area of organizational justice dimensions, organizational culture and POS as antecedents of affective commitment and IB. This study is an exceptional investigation of justice, organization culture, POS, commitment and IB in the Pakistan cultural context.

Employees’ justice perceptions as a factor influencing successful outsourcing in the hospitality industry

2017 ◽  
Vol 29 (6) ◽  
pp. 1619-1637 ◽  
Author(s):  
Pablo Zoghbi-Manrique-de-Lara ◽  
Jyh-Ming Ting-Ding
Keyword(s):  
Procedural Justice ◽  
Organizational Justice ◽  
Hospitality Industry ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Content Type ◽  
Individual Level ◽  
Justice Perceptions ◽  
Hotel Managers ◽  
The Way

Purpose This study aims to hypothesize that the more in-house staff perceive themselves as beneficiaries of the procedural justice (PJ) followed in the outsourcing, or perceive their outsourced peers as recipients of distributive (DJ) and interactional justice (IJ), the more they will show acceptance and positive evaluations of the outsourcing initiatives. Although prior research in the hospitality industry has extensively studied individual-level reactions to organizational justice, no study has been undertaken to examine how hotel staff support and value outsourcing initiatives based on the way they perceive management’s treatment of them and their peers. Design/methodology/approach Questionnaire data from 215 in-house employees working side-by-side with outsourced employees at 14 hotels in Gran Canaria (Spain) were analyzed by using structural equation modeling. Findings The results found that in-house employees who perceived themselves or their outsourced peers as recipients of organizational justice to a greater extent reported greater support for outsourcing by expressing higher levels of acceptance and better evaluations. The results also supported procedural justice (PJ) as playing a dominant role over distributive (DJ) and interactional justice (IJ). Research limitations/implications The findings suggest that by encouraging justice perceptions among in-house employees, mainly those related to properly discussing the outsourcing procedures with affected employees, hotel managers can promote successful outsourcing. Given that in-house employees reacted not only to the way they were treated by hotel management but also to the way their outsourced peers were treated, the findings also indicate that all (un)fair treatment in outsourcing, regardless of the recipient, should receive explicit attention by hotel managers. Originality/value This paper is one of the first to primarily focus on the individual level of analysis in examining and supporting organizational justice in hotel firms as a factor influencing outsourcing success.

Organizational justice and work engagement: the mediating effect of self-leadership

2016 ◽  
Vol 37 (6) ◽  
pp. 711-729 ◽  
Author(s):  
Yukyung Park ◽  
Ji Hoon Song ◽  
Doo Hun Lim
Keyword(s):  
Organizational Performance ◽  
Organizational Justice ◽  
Social Relations ◽  
Work Engagement ◽  
Organizational Context ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Organizational System ◽  
Content Type

Purpose – The purpose of this paper is to examine the effect of organizational justice on work engagement and the mediating effect of employees’ self-leadership on this relationship within the Korean organizational context. Design/methodology/approach – Cross-sectional, self-report data on organizational justice, work engagement, and self-leadership were obtained from 237 employees in Korea. Structural equation modeling was mainly used for data analyses. Findings – The results revealed the direct significant effect of organizational justice on both self-leadership and work engagement. Also, self-leadership was found to have a significant effect on work engagement as well as a partial mediating effect on the relationship between organizational justice and employees’ work engagement. Research limitations/implications – The social relations and personal behavioral components were conjointly analyzed to measure organizational justice. Harman’s single factor test and unmeasured latent variable tests were performed to minimize the chance of the common method variance (CMV) issue, additional suggestion was provided to prevent CMV issue for future research. Practical implications – These results could be used for designing an organizational system and structure based on the interactive relations between social structure and behaviors to improve organizational performance. Originality/value – The research, which has conceptualized the interactions between social relations and individual behaviors to measure the organizational justice level, is rare.

The Impacts of Organizational Justice on Early Childhood Educators' Intention to Participate in Professional Associations: The Mediator Role of Deliberative Beliefs

2018 ◽  
Vol 122 (4) ◽  
pp. 1471-1493
Author(s):  
Chun-wen Lin
Keyword(s):  
Early Childhood ◽  
Organizational Justice ◽  
Structural Equation ◽  
Professional Associations ◽  
Early Childhood Educators ◽  
Professional Association ◽  
Self Report ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Intention To Participate

Guided by the general incentives rational action model and deliberative participatory democracy framework, we investigated whether deliberative beliefs, including normative and personal aspects, mediate the relationship between distributive, procedural, and interactive organizational justice and intention to participate in professional associations. Self-report measures of organizational justice, deliberative belief, and intention of participation were obtained from 789 early childhood educators in Taiwan. Structural equation modeling was used to analyze the proposed model. According to the results of the study, there is a relationship between organizational justice and intention of professional association participation, and a fully significant mediation effect was found for deliberative beliefs between organizational justice and intention to participate. These findings are discussed with respect to improving professional association participation and applying deliberative pedagogy.

scholarly journals The Effects of Organizational Justice and job Motivation on Organizational Citizenship Behavior and its Impact on Taxpayers

2017 ◽  
Vol 19 ◽  
pp. 39
Author(s):  
Mobina Ghazi ◽  
Seyed Mahdi Jalali
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Statistical Population ◽  
Job Motivation ◽  
The Impact

This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback) on all aspects of job motivation, job motivation and organizational justice (except interactional justice) on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.

scholarly journals “Measuring the factors affecting Job Characteristics with Personal outcomes” (A Case Study of Khairpur Sugar Mill)

2019 ◽  
Vol 7 (11) ◽  
pp. 104-118 ◽  
Author(s):  
Aamir Ali Lashari ◽  
Imran Ahmed Shah ◽  
Sahira Malkawy ◽  
Shahdma Parveen
Keyword(s):  
Work Motivation ◽  
Job Characteristics ◽  
Annual Reports ◽  
Sugar Mill ◽  
Essential Information ◽  
Secondary Sources ◽  
Internal Work ◽  
Task Identity ◽  
Task Significance ◽  
Identity Task

The fundamental purpose behind this research was to find out the association amongst job characteristics and personal outcomes of the representatives of Khairpur sugar factory. The quantitative and qualitative methods have been used to analyze the data and interpret the results. In this research personal outcome, such as satisfaction, internal work motivation and growth were the dependent factors and independent variables were job characteristics like skill variety, task identity, task significance, autonomy, feedback, policy practices and benefits. The present studies led to the laborers of Khairpur sugar mill and total workers were 394 and only 78 workers were randomly selected for this study. Essential information gathered through sample received from the employment indicative overview survey  (Hackman & Oldham, 1975) . The secondary sources incorporate journals, annual reports and unpublished research works. Statistical software for social science (SPSS version 21) and descriptive survey was used to analyze data and multiple regressions were applied to establish the correlation between independent and dependent variables. After analyzing the results, it is concluded that job characteristics such as skill variety shows the significant relationship with personal outcomes which is at the level of .000 as well as task identity, task significance and benefits have a positive relationship with personal outcomes such as (internal work motivation, satisfaction and growth) but autonomy, feedback and policy & practices shows less significant impact on personal outcomes.

scholarly journals Organizational Commitment, Organizational Justice and Work Satisfaction: A Comprehensive Model in a Romanian Organizational Setting

2018 ◽  
Vol 20 (2) ◽  
pp. 60-69 ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Work Satisfaction ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Outcome Variable ◽  
Organizational Setting ◽  
The Way

Our paper investigates the way in which the different dimensions of organizational justice and organizational commitment are mediated by work satisfaction. The rationale of the study is two folded. First, in our opinion there is a gap in scientific literature when it comes to studies that explore the way in which the dimensions of organizational justice and organizational commitment interact, most researches treating commitment as an aggregate concept. Second, even thou the interaction between organizational justice, job satisfaction and organizational commitment is well documented, studies that consider job satisfaction a mediator rather than an outcome variable are few even, if these few provide strong evidence regarding the value of job satisfaction as a mediator. Our research was done two Romanian manufacturing organization, in Harghita and Brașov Counties (N = 676) and the collected data was interpreted using exploratory factor analysis and structural equation modeling. The obtained model not only further enforces existing body of knowledge regarding the strong relation between organizational justice and commitment but also proposes a way in which the dimensions of these two concepts relate to each other, relation that is mediated by job satisfaction. Our proposed model shows that three of the four dimensions of organizational justice (procedural, distributive, interactional justice) are mediated by job satisfaction (distributive justice) and one is partially mediated (procedural).

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