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 Examination of the Relation between Strategic Leadership Expectations and Organizational Justice: A Research on Health Sector

2017 ◽  
Vol 8 (1) ◽  
pp. 109
Author(s):  
Ayhan Yalçınsoy ◽  
Cenk Aksoy
Keyword(s):  
Linear Relationship ◽  
Organizational Justice ◽  
Health Sector ◽  
Demographic Variables ◽  
Research Data ◽  
T Test ◽  
Healthcare Sector ◽  
Strategic Leadership ◽  
Positive Linear Relationship ◽  
The Relationship

The aim of this study is to examine the relationship between strategic leadership and organizational justice within the healthcare sector. In the context of the study, the introduced model was tested by a questionnaire instrument with 41 items excluding demographic variables. A total of 320 completed questionnaires were used for analysis. Correlation, regression, T test and Anova analyzes were applied to the research data that obtained by the questionnaire. The study focused on the employees of hospitals in the Diyarbakir province of Turkey. The results suggest that there is a very strong positive linear relationship between strategic leadership and organizational justice variables. The result of the study is consistent with the results of previous research. Also, some disparities were observed among the demographic variables of the study.

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 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).

scholarly journals Teacher’s Job Satisfaction And Its Relationship With Organizational Commitment In Ethiopian Primary Schools: Focus On Primary Schools Of Bonga Town

2016 ◽  
Vol 12 (13) ◽  
pp. 380 ◽  
Author(s):  
Teferi Getahun ◽  
Bekalu Ferede Tefera ◽  
Abebe Hunde Burichew
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Primary Schools ◽  
Demographic Variable ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Demographic Variables ◽  
Working Environment ◽  
Job Satisfaction Survey ◽  
The Relationship

This study explored the extent of organizational commitment and how this may support or hinder a range of job satisfaction of teachers examined in the Ethiopian primary schools.The research employed correlation design. To this end, one hundred and eighteen 118 (58.1%) teachers were selected from six primary schools using simple random sampling technique and participated in the study. The researchers collected the relevant data from teachers using Spector’s (1997) adopted version of job satisfaction survey (JSS) and Meyer and Allen’s (1990) organizational commitment questionnaire (OCQ). The researchers analyzed the data using mean, standard deviation, correlation analysis and t-test. The result showed that there was evidence of positive correlation between teachers’ job satisfaction and their organizational commitment in the sampled schools. Regardless of this, the findings of the study revealed that gender was the only demographic variable that had significant positive relationship with job satisfaction. The other demographic variables such as age, gender, marital status and level of education did not show significant relationship with teachers’ job satisfaction in the sampled schools. Consequent up on this finding it was concluded that schools can enhance the level of teachers’ organizational commitment by creating a more satisfying working environment. As to the demographic variable, since some of the finding contradicts with the existing literature, we need to undertake more studies to have better understanding of the nature of the relationship between teachers demographic variables, job satisfaction and organizational commitment in developing countries context.

scholarly journals The Impact Of Extrinsic Motivational Dissatisfiers On Employee Level Of Job Satisfaction And Commitment Resulting In The Intent To Turnover

2010 ◽  
Vol 8 (9) ◽  
Author(s):  
Michael Pepe
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intent To Leave ◽  
Supervisor Support ◽  
Support Staff ◽  
Font Size ◽  
Intent To Turnover ◽  
Perceived Supervisor Support ◽  
The Impact ◽  
The Relationship

<p class="MsoNormalCxSpFirst" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-add-space: auto;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">This study examines the relationship between Extrinsic motivational factors such as Perceived Supervisor Support (PSS) and job satisfaction, organizational commitment and the intent to leave. Using a sample of 46 managers and clerical support staff at a Supermarket retailer, the findings indicate that as employees&rsquo; perception of Supervisor Support increases, their organizational commitment (affective and continuance) and job satisfaction significantly increase. Also, as employee organizational commitment (affective and continuance) and job satisfaction increase, their intent to leave significantly decreases.</span></span></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 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 Transformational Leadership, Job Satisfaction and Organizational Commitment

2021 ◽  
Vol 58 (1) ◽  
pp. 5254-5259
Author(s):  
Haji Mustaqim, Sabri, Sumardin
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Positive Relationship ◽  
Research Data ◽  
Coefficient Of Determination ◽  
Research Subjects ◽  
Significant Positive Relationship ◽  
The Relationship ◽  
Effective Contribution

This study aims to examine the relationship between transformational leadership and job satisfaction with organizational commitment. The research subjects were 30 employees of the faculty of economics. The research data were obtained using a scale of organizational commitment, a scale of transformational leadership, and a scale of job satisfaction. Based on the results of data analysis with multiple regression, it is known that the value of F regression = 24.063 with p = 0.000 (p <0.001) which indicates that there is a very significant positive relationship between transformational leadership and job satisfaction with organizational commitment. Thus, the hypothesis "There is a relationship between transformational leadership and job satisfaction with organizational commitment" is accepted. The coefficient of determination (R square) is 0.641 which means the effective contribution of both predictors of transformational leadership and job satisfaction to the organizational commitment criterion is 64.1% while the remaining 35.9% is influenced by other variables that are not included in this research.

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