The Relationship between Organizational Justice and Job Satisfaction among the Employees of Tehran Payame Noor University

Lotfi, M H; Pour, Mohammad Shirazi

doi:10.1016/j.sbspro.2013.10.168

Cited by 28 publications

(18 citation statements)

References 5 publications

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“…Effectiveness of an organization largely depends on its human and non-human resources [12]. Qualified human resources help an organization to succeed and survive in the competitive global market [10,20]. However, qualified human resource in itself may not warrant productivity with little or no practice of justice at the workplace [12].…”

Section: Introductionmentioning

confidence: 99%

Perceived organizational justice and turnover intention among hospital healthcare workers

Mengstie

2020

BMC Psychol

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Background: Organizational justice is the first virtue in social institutions (J Manage 16:399-432, 1990). It is one of the most determinant factors for an effective utilization of human resources and an essential predictor of organizational success (J Manag Dev 28:457-477, 2009). Employees who perceive fairness are more likely happy with their job and less likely leave their organization (Int J Bus Manage 4:145-154, 2009). Perceived injustice, on the other hand, diminishes motivation of workers to accomplish their duties (Int J Bus Manage 4:145-154, 2009; J Educ Sci Univ Tabriz 2:27-34, 2009). Ethiopia has given emphasis to the expansion of health institutions and increasing the number of health professionals. Despite this, little emphasis has been given the human resource aspect of the health sector. Therefore, this study aims to investigate organizational justice perceptions and turnover intentions among healthcare workers in Amhara region. Methods: One hundred ninety seven healthcare workers participated in the study. Data were collected through self-report questionnaire and semi-structured interview. The quantitative data were analyzed through MANOVA, multiple regression, and independent samples t-test. The qualitative data were analyzed through thematic analysis. Results: The results of this study revealed that healthcare workers in the public hospitals held low perceived distributive, procedural, interpersonal and informational justice. Similarly, private hospitals healthcare workers had low perceptions on distributive and procedural justice. On the contrary, healthcare workers in private hospitals reported high perception of fairness on interpersonal and informational justice aspects. Both public and private hospital healthcare workers had high turnover intention. The result revealed significant difference in organizational justice perceptions between private and public hospital healthcare workers (F (4, 182) = 9.17; p < .05; partial η2 =. 168). Organizational justice dimensions (distributive, procedural, interpersonal and informational justice) significantly contributed an additional 9.9% variation in turnover intention (R 2 change = .099, F (4,170) = 4.86, p < .05). Distributive justice was the most important predictor of turnover intention (β = −.23, p < .05). Conclusion: Organizational justice perceptions of healthcare workers significantly predicted turnover intention. Hence, organizational justice should be given due emphasis in designing and implementing policies and strategies of human resource management.

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Section: Introductionmentioning

confidence: 99%

Perceived organizational justice and turnover intention among hospital healthcare workers

Mengstie

2020

BMC Psychol

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“…It is quite different from human resources with low satisfaction, fairness, and organizational commitment, who tend to leave the organization. Not only that, "human resources are not seeking to get a good achievement and achieve organizational goals" (Lotfi and Pour, 2013).…”

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confidence: 99%

Lecturer Job Satisfaction Affected by Discipline and Motivation Mediated by Organizational Commitment

Duha¹

2018

JAM

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Abstract:The research aims to examine and analyze the influence of discipline, motivation, and organizational commitment towards job satisfaction of lecturers in STKIP South Nias. Data was collected by distributing questionnaires to 64 lecturers of STKIP South Nias. A sampling technique used was probability sampling with simple random sampling method;data test technique was used in this research including validity, reliability test with. WhereasPathAnalysis was used to verify and to prove the research hypothesis. Analysis result demonstrated that discipline had a positive influence towardsorganizational commitment,motivation had a positive influence towardsorganizational commitment, the organizational commitment had a positive influence towards job satisfaction,as well as discipline and motivation, had a positive influence towards job satisfaction through organizational commitment.

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“…Karyawan yang merasa mendapat perlakuan adil dari organisasinya akan memiliki respon positif dan merasa puas, sebaliknya karyawan yang mempersepsi mendapatkan ketidakadilan dalam organisasi akan merespon negatif karena merasa tidak puas. Beberapa penelitian dilakukan untuk melihat korelasi antara keadilan organisasi dengan kepuasan kerja, dengan asumsi bahwa semakin tinggi keadilan organisasi maka semakin tinggi kepuasan kerja karyawan (Lotfi & Pour, 2013;Dundar & Tabancali, 2012). Dari hasil penelitian sebelumnya, diperoleh range korelasi antara keadilan organisasi dan kepuasan kerja : 0,5 -0,65 (Ambrose & Schminke, 2009;Nojani dkk, 2012;Lotfi & Pour, 2013;Zagladi dkk, 2015;Cantarelli, Belardinelli, & Belle, 2016) dengan kategori sedang sehingga ada faktor lain yang turut berperan dalam korelasi antara keadilan organisasi dan kepuasan kerja.…”

Section: Pendahuluanunclassified

Peningkatan Psychological Capital Melalui Program "I’m Superhero In The Workplace" dalam Rangka Optimalisasi Perilaku Kerja Inovatif

Sasmita

Mustika²

2019

DIVERSITA

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Era industri 4.0 telah mengubah cara orang hidup dan bekerja, sehingga organisasi perlu melakukan inovasi. Penelitian ini bertujuan untuk melihat hubungan antara perilaku kerja inovatif karyawan (IWB) dan modal psikologis (PsyCap), juga mengetahui dampak dari program intervensi PsyCap dalam meningkatkan perilaku kerja inovatif karyawan. Penelitian ini dilakukan di salah satu lembaga pemerintah. Studi ini mengambil sebanyak 424 sampel data untuk melihat hubungan yang terkait antara PsyCap dan IWB, serta menggunakan sebanyak 18 sampel acak karyawan untuk program intervensinya. Ditemukan bahwa PsyCap memiliki hubungan yang positif dengan IWB. Program intervensi “I’m Superhero in the workplace”, menunjukkan perubahan rata-rata variabel PsyCap dan IWB sebelum dan sesudah program. Hasil ini menyiratkan bahwa organisasi dapat memiliki intervensi PsyCap untuk meningkatkan IWB pada karyawan mereka. Studi ini mengidentifikasi efek luas dan unik dari intervensi PsyCap di lembaga pemerintah. Temuan menunjukkan bahwa organisasi dapat mengembangkan karyawan PsyCap, mengingat efek uniknya pada variabel hasil karyawan seperti IWB.

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The Relationship between Organizational Justice and Job Satisfaction among the Employees of Tehran Payame Noor University

Cited by 28 publications

References 5 publications

Perceived organizational justice and turnover intention among hospital healthcare workers

Perceived organizational justice and turnover intention among hospital healthcare workers

Lecturer Job Satisfaction Affected by Discipline and Motivation Mediated by Organizational Commitment

Peningkatan Psychological Capital Melalui Program "I’m Superhero In The Workplace" dalam Rangka Optimalisasi Perilaku Kerja Inovatif

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