A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior

Abstract

This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB) through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

“…The correlation that exists in this study between fairness perception and job satisfaction corresponds with (Rifai, 2005;Paik et al, 2007;Deconinck and Bachmann, 2007) who reported that significant positive relationships exist between procedural and distributive justices as independent variables and job satisfaction as a dependent variable. The result also corroborates Khalifa and Truong (2010)'s findings that perceptions of equity among academic employees of Egyptian private universities were positively related to their job satisfaction, with perception of recognition fairness being the best predictor of job satisfaction.…”

“…The relationship between perceptions of fairness and job satisfaction has been investigated by several researchers (McIntyre et al, 2002;Rifai, 2005;Paik et al, 2007;Lambert et al, 2007;Deconinck and Bachmann, 2007;Khalifa and Truong, 2010). For instance, the findings of Rifai's (2005) study on the factors that influence organizational citizenship behaviours reveal that significant positive relationships exist between procedural justice and distributive justice as independent variables and job satisfaction as dependent variable.…”

“…For instance, the findings of Rifai's (2005) study on the factors that influence organizational citizenship behaviours reveal that significant positive relationships exist between procedural justice and distributive justice as independent variables and job satisfaction as dependent variable. In a similar study by Deconinck and Bachmann (2007) using marketing managers as their respondents, the researchers reported that perception of pay fairness had a positive relationship with organisational outcomes such as job satisfaction.…”

Mediation Analysis Using the Hierarchical Multiple Regression Technique: A Study of the Mediating Roles of World-Class Performance in Operations

“…), which will involve internal as well as external customers in determining processes related to the decisions on benefits, the provision of adequate information on how rewards and punishments are determined, and the excellent and timely management of complaints by society. Furthermore, managing the company non-financial performance may serve to minimize the customers' reactions to perceived unequal outcomes (e.g., a pay raise policy based on the merit pay system) (Rifai 2005).…”

Örgütsel Adalet: Bi̇r Büyükşehi̇r Beledi̇yesi̇nde Araştirma

“…Araştırmacılar arasında örgütsel adaletin kaç boyutta inceleneceği konusunda farklı görüşler bulunmaktadır. Örgütsel adaletin genel olarak dağıtım adaleti ve işlemsel adalet olmak üzere iki önemli boyutta incelendiği görülmektedir (Mc Farlin ve Sweeney, 1992;Love ve Vodanovic, 1995;LemonsveJones, 2001;Rifai, 2005). Diğer yazarlar ise örgütsel adaleti dağıtımsal adalet, prosedürel (işlem) adalet ve etkileşimsel adalet olmak üzere üç boyutta incelemektedir (Öğüt vd., 2009;Foley, Kidder ve Powell, 2002;Folger, 1987;Greenberg, 1990).…”