scholarly journals Organizational justice perceptions as predictor of job satisfaction and organization commitment

2009 ◽  
Vol 4 (9) ◽  
Author(s):  
Arti Bakhshi ◽  
Kuldeep Kumar ◽  
Ekta Rani
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organization Commitment ◽  
Justice Perceptions

The Role of Perceived Organizational Justice and Job Satisfaction in Municipality Employees' Cyberslacking Behaviors

2022 ◽  
pp. 366-383
Author(s):  
Emel Berkem Sığırcıkoğlu ◽  
Utku Güğerçin
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Defense Mechanism ◽  
Working Hours ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Work Related ◽  
Justice Perceptions ◽  
Neutralization Techniques ◽  
Use Of The Internet

Based on equity theory, if employees feel a sense of inequity, their organizational justice perceptions and job satisfaction are considered to be affected negatively. As a defense mechanism to undesired consequences, employees may use neutralization techniques, which pave the way for counterproductive work behaviors. Thus, when employees use “claim of relative acceptability,” which can be summarized as “in comparison to many others, my behavior is nothing at all,” in return to any injustice within the organization, the result may occur as a counter-productive work behavior. Cyberslacking, which is defined as the use of the internet for non-work-related purposes during working hours, is considered to be one of these counterproductive work behaviors. The aim of the study is to examine the effect of perceived organizational justice and job satisfaction levels of municipal employees on their cyberslacking behaviors. The results of analyses showed that perceived organizational justice and job satisfaction levels of employees are negatively associated with cyberslacking behaviors.

scholarly journals DETERMINAN PERILAKU KEWARGANEGARAAN ORGANISASIONAL (OCB) PETUGAS DI RUMAH SAKIT

2020 ◽  
Vol 13 (1) ◽  
pp. 1-18
Author(s):  
Yohana E Wonga ◽  
Nang Among Budiadi ◽  
Sugiyarmasto . ◽  
Ariefah Yulandari
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Organizational Justice ◽  
Psychiatric Hospital ◽  
Sampling Method ◽  
Cluster Sampling ◽  
Organization Commitment ◽  
Positive Effect

This study was aimed to examine the effect of job satisfaction and organizational commitment to OCB, the effect of job satisfaction on organizational commitment, the effect of organizational justice to job satisfaction and organizational commitment, the influence of superordinate support to job satisfaction and organizational commitment. Sample was determided by using probability cluster sampling method and random sampling.The sample were staffs of Psychiatric Hospital and PKU Muhammadiyah Hospital in Surakarta. Data collection using questionnaires was distributed directly as many as 200 questionnaires. Data analysis was conducted by using SEM. The results showed that job satisfaction had a positive effect on OCB, organizational commitment had no effect on OCB. Job satisfaction had no effect on organization commitment. The value of organizational justice to job satisfaction shows significant effect, but not on organizational commitment. Superordinate support had no effect on job satisfaction and organizational commitment.

Organizational justice: A cross-national comparative study of ghanaian industrial workers and their finnish counterparts

2015 ◽  
Vol 18 (2) ◽  
pp. 231-252 ◽  
Author(s):  
Mohammad Haybatollahi ◽  
Seth Ayim Gyekye
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Interactional Justice ◽  
Demographic Variables ◽  
Industrial Workers ◽  
Cultural Backgrounds ◽  
Justice Perceptions ◽  
National Perspective ◽  
Practical Implications ◽  
Cross National

The increased globalization in organizations has created the challenge to investigate and understand the organizational behaviours of employees from different cultural backgrounds. The current study investigated organizational justice from a cross-national perspective. Participants were Ghanaian (N = 320) and Finnish (N = 520) industrial workers. Data was collected with Blader and Tyler's (2003) scale. The Ghanaian participants responded to the English version, and the Finnish participants, a Finnish version. The analyses investigated differences on the three justice components (distributive, procedural and interactional). Further analyses examined which of the three best predicts job satisfaction, the relationships between demographic variables and justice perceptions. T-test, correlations, and regression analyses were used to test the hypotheses. Contrary to our expectations, Ghanaian respondents evaluated higher distributive and procedural justice. As predicted, they indicated more sensitivity to interactional justice than their Finnish counterparts. Significant links between all three justice components and job satisfaction were recorded in both samples. Interactional justice indicated the strongest influence. Demographic variables showed more impact on justice perceptions among Ghanaian workers than their Finnish counterparts. The study's theoretical and practical implications are discussed.

scholarly journals A Study on the Psychological Effect of Organizational Justice Perceptions on Job Satisfaction

2016 ◽  
Vol 3 (2) ◽  
Author(s):  
Ms. Simran Kaur
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Psychological Capital ◽  
Pearson Correlation ◽  
Interactional Justice ◽  
Work Outcomes ◽  
Multiple Regressions ◽  
Justice Perceptions ◽  
The Impact

Employees’ psychological capital has significant influences on his/her behavior in professional and personal life. Employees’ perception about fairness in the organization tends to give rise to various favorable and unfavorable work outcomes. Job satisfaction is an example of such attitudinal variables which have is deeply affected by Organizational Justice Perceptions. Current literature of organizational Justice does not fully explain the mechanism governing the influence of organizational justice on job. This study tries to explain the relationship between organizational justice perceptions, job satisfaction, and Psychological Capital. The main objective of this study was to test the influence of organizational justice on job satisfaction, Psychological Capital. A survey-based methodology, with standardized scales was used. A sample of 218 employees from the Indian Public Sector Undertaking (PSU) was drawn The result obtained from Pearson correlation and stepwise multiple regressions suggest that Distributive Justice is found out to be the strongest predictor of organizational justice perceptions, job satisfaction, and Psychological Capital. It means that if people have favorable distributive justice perceptions, they are also likely to have positive organizational justice perceptions, job satisfaction, and Psychological Capital that has provided the favorable outcomes. Stepwise multiple regressions clearly indicate that various dimensions of Organizational Justice (Distributive, Procedural and Interactional Justice) can significantly predict the dimensions of Job Satisfaction (42.6%), and Psychological Capital (19.7%). The theoretical framework proposed in the paper on job satisfaction, and Psychological Capital; would help the researchers and management people to understand the impact of Perceptions about Organizational Justice in better efficiency of the organization.

scholarly journals From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

2018 ◽  
Vol 14 (3) ◽  
pp. 554-570 ◽  
Author(s):  
Juan Diego Vaamonde ◽  
Alicia Omar ◽  
Solana Salessi
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Well Being ◽  
Self Report ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Justice Perceptions

Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.

scholarly journals The Relationship between Organizational Justice Perceptions and Job Satisfaction Levels

2012 ◽  
Vol 46 ◽  
pp. 5777-5781 ◽  
Author(s):  
Tugba Dundar ◽  
Erkan Tabancali
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Justice Perceptions ◽  
The Relationship

scholarly journals Relations between teachers’ organizational justice perceptions and organizational commitment and job satisfaction in the school: A meta-analysis

2016 ◽  
Vol 13 (1) ◽  
pp. 1408 ◽  
Author(s):  
Kamile Demir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Significant Relationship ◽  
Meta Analysis ◽  
Interactional Justice ◽  
Positive Correlation ◽  
Justice Perceptions ◽  
The Relationship

The purpose of this research study is to investigate the relationship between teachers’ organizational justice perceptions and organizational commitment and job satisfaction in the school via meta-analysis. An extensive literature search was conducted to identify both published and unpublished reports that examined the relationship between teachers’ perceptions of justice, job satisfaction and the organizational commitment to minimize potential availability bias. In total, research reports have identified providing usable data for 24 independent samples. Eight of these studies were published and 16 were unpublished dissertations. In this study, as indicator of effect size is chosen the correlation coefficient. Random effects model was preferred according to heterogeneity tests conducted for organizational commitment and job satisfaction. As a result of meta-analysis, it was found that distributive justice correlated positively with organizational commitment. There is a positive correlation between interactional justice and organizational commitment.  Interactional justice has a significant relationship with organizational commitment. Teachers’ overall perception of justice was positively related to organizational commitment. The distributive justice was found to have a significant relationship with teachers’ job satisfaction. Procedural justice was found to be significantly related to the teachers’ job satisfaction. There is a positive correlation between interactional justice and teachers’ job satisfaction. Finally, organizational justice positive correlated with job satisfaction.

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