The Effect of Organizational Justice on Employees’ Affective Commitment

Abstract

This study aims to examine the indirect relationship between organizational justice and employees’ affective organizational commitment via the mediating effect of job satisfaction. In the research design, all three dimensions of organizational justice – distributional, procedural, and interactional – were considered. A questionnaire was distributed to 361 employees of pharmaceutical companies in Jordan, with a response rate of 93%. Data from the questionnaires were then analyzed and the study’s hypotheses were tested with structural equation modeling using Amos 20. The results confirmed that job satisfaction plays a mediating role between organizational justice and affective commitment. This accords with the findings of similar studies in developed countries, emphasizing the vital role of organizational justice in shaping employees’ behaviors and attitudes. This study is unique in investigating a concept that has been rarely explored in developing countries. It will help improve the scarcity of such research, especially in the Middle East. The study also urges that future research further tests this model in additional developing contexts to enable more generalized conclusions.

The Relationship Between Organizational Commitment and Organizational Justice Among Health Care Workers in Ethiopian Jimma Zone Public Health Facilities

“…The finding was also supported by other studies conducted elsewhere in the globe. 19 , 48 The finding shows, these dimensions of organizational justice have open direct impact on organizational commitment. This means, the more they perceive the organizational justice as fair, the greatest employees’ commitment toward their organization.…”

Meneroka Pengaruh Komunikasi Kepemimpinan terhadap Kepuasan Kerja dalam kalangan Kakitangan di Institusi Pengajian Tinggi Swasta Malaysia

“…Menurut Alain (2012), pemimpin yang memiliki kemahiran komunikasi kepemimpinan yang berkesan mampu memberi motivasi dan menjadi inspirasi kepada pekerja untuk bekerja demi kebaikan masyarakat dan kemajuan organisasi. Seorang pemimpin yang mempunyai kemahiran komunikasi kepemimpinan yang berkesan mampu mempengaruhi kehidupan dan tahap kepuasan pekerjanya (Dong & Phuong, 2018;Suifan, 2019;Parven & Awan, 2019;.…”

Turnover Intention Karyawan: Pengaruh Budaya Organisasi, Organizational Justice dan Kepuasan Kerja

“…Hal ini sesuai dengan social exchange yaitu adanya pertukaran hak dan kewajiban antara karyawan dan perusahaan yang didasarkan pada equity theory. Hasil penelitan ini memperkuat penelitian sebelumnya yang dilakukan oleh Al-Zu'bi (2010); Nadiri dan Tanova (2010); Imran (2015); Suifan, Diab, dan Abdallah (2017); Suifan (2019).…”

“…Beberapa penelitian telah mengkonfirmasi pengaruh positif organizational justice terhadap kepuasan kerja dalam memaksimalkan hasil kerja karyawan (Al-Zu'bi, 2010;Nadiri dan Tanova, 2010;Imran, 2015;Suifan, Diab, dan Abdallah, 2017;Suifan, 2019). Berdasarkan uraian tersebut, maka dapat dirumuskan hipotesis sebagai berikut: H4: Organizational justice berpengaruh signifikan terhadap kepuasan kerja karyawan.…”