The Relationship Between Organizational Justice and Work Engagement : Trust as a Mediator

Sharma, Himani; Yadav, Reeta

doi:10.17010/pijom/2018/v11i3/122078

Cited by 15 publications

(17 citation statements)

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“…The results of previous studies also show conditions that indicate work involvement can mediate the effect of organizational justice on OCB. This can be seen from the research results of Eskew (1993), Al-Quraan and Khasawneh (2017), Awang and Ahmad (2015), Leelamanothum et al (2011), Ismail, (2014, and Golparvar (2012), and Khalifa and Awad (2018) which shows that organizational justice influences OCB, then the results of research by Ueda (2014), Rashidi et al (2014), Nwibere, (2014, Chen and Chiu (2009), Fathiizadeh, Zare and Bahmani (2018), Gheisari et al (2014) and the results of research by Saufi et al (2013), Ozer, Ugurluoglu and Saygth, (2017), Sharma and Yadav, (2018), and Ghosh et al (2014) which shows that organizational justice influences work involvement. Thus, the findings of this study are appropriate, support and confirm the results of previous studies, that organizational justice has a positive and significant effect on OCB by mediating work engagement, with the setting of the biMBA-AIUEO Unit Head in Jakarta.…”

Section: Indirect Effects Of Organizational Justice On Ocb With Job Ementioning

confidence: 90%

“…While several studies report that work involvement has a direct positive effect on OCB, for example Ueda (2014); Rashidi et al (2014); Nwibere (2014), Chen and Chiu (2009) and Elovainio et al (2005). Likewise, the results of research by Saufi et al (2013); Ozer et al (2017) as well as Sharma and Yadav (2018) have concluded that organizational genuineness has a positive effect on work engagement. The aim of the research in general is to obtain a picture of the effect of organizational justice and work involvement on OCB head of the biMBA-AIUEO unit in DKI Jakarta Province.…”

Section: Introductionmentioning

confidence: 97%

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Vitality of work involvement in mediation: The effect of organizational justice on organizational citizenship behavior

Sujono¹,

Tunas²,

Sudiarditha³

2020

10.5267/j.msl

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This paper performs an investigation on Organizational Citizenship Behavior (OCB) head of the biMBA-AI-UEO unit in DKI Jakarta Province, which is a franchise brand of kindergarten schools in Jakarta. The purpose of the research, is to know and analyze: the direct influence of Organizational Justice on OCB unit head biMBA-AIUEO; the direct influence of Work Involvement on OCB; the direct influence of Organizational Justice on the Work Involvement, and the indirect effect of Organizational Justice on OCB head of the biMBA-AIUEO unit, with Work Involvement as mediation. The study used 140 samples of head of the biMBA-AIUEO unit in DKI Jakarta Province, and collected data by distributing questionnaires. The research uses quantitative methods and data processing using the path analysis. The results of this study prove that Organizational Justice had a positive and significant direct effect on OCB. Organizational Justice that are treated well can be perceived positively for employees to increase their OCB. Research results from work involvement have positive and significant effects on OCB. Even, Work Involvement has the most influence on OCB. This confirms that, high work involvement will also increase their OCB. Likewise, the results of the organization justice have a positive effect on work involvement. This reflects, that employees who are treated fairly by the organization will feel happy and can be a stimulus for them to be more actively involved in work. Whereas Organizational Justice has a positive and significant indirect effect on OCB through the mediation of Work Involvement. Employees who are treated fairly will feel happy, so they can stimulate themselves actively involved in work. This condition then, inspires and stimulates subordinates willing to do extra work that reflects OCB.

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Section: Indirect Effects Of Organizational Justice On Ocb With Job Ementioning

confidence: 90%

Section: Introductionmentioning

confidence: 97%

Vitality of work involvement in mediation: The effect of organizational justice on organizational citizenship behavior

Sujono¹,

Tunas²,

Sudiarditha³

2020

10.5267/j.msl

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“…Wong vd., (2006) yaptıkları çalışmalarında ortak girişim kuruluşlarında 295 ve kamu iktisadi teşekküllerinde ise 235 yönetici pozisyonunda çalışan örneklemden toplanan verilere göre dağıtımsal adalet ve işlemsel adaletin örgütsel güven üzerinde benzer etkiye sahip olduğu belirtilmektedir. Sharma & Yadav (2018) yaptıkları çalışmalarında Haryana'da özel ve kamu sigorta şirketlerinde 296 çalışanın örgütsel adalet ve iş ilişkisinde güvenin aracı etkisini ölçmeyi amaçlamışlardır. Sonuçlara göre örgütsel adalet, güven ve iş ilişkisi arasında güçlü ve olumlu bir ilişkinin var olduğunu tespit etmişlerdir.…”

Section: IV öRgütsel Güven İle İlgili Araştırmalarunclassified

The Effect of Glass Ceiling Syndrome on Organizational Trust in Business: A Research on Logistics Service Providers

Örücü¹,

Akgül²

2019

Ömer Halisdemir Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi

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ÖzetKadınlar, çalışma hayatındaki sayıları gün geçtikçe artmasına rağmen, üst düzey yönetici pozisyonlarına ulaşmalarında çeşitli engellerle karşılaşmaktadırlar. Bu çalışmada lojistik hizmet sağlayıcılarında çalışan kadınların cam tavan sendromunun örgütsel güven üzerine etkisinin belirlenmesi amaçlanmaktadır. Bu bağlamda, mevcut alan yazına göre cam tavan sendromu ve örgütsel güven kavramları açıklanmış ve aralarındaki ilişkiye yer verilmiştir. Çalışmanın yöntem kısmında, lojistik hizmet sağlayıcılarında çalışan kadınlara yönelik olarak anket tekniği ile veri toplanmıştır. Yapılan analizler sonucunda elde edilen bulgulara göre, cam tavan sendromunun örgütsel güven, yöneticiye güven ve örgüte güven üzerinde anlamlı bir etkisi bulunmamaktadır. AbstractWomen face various obstacles in reaching senior management positions in their working life, despite the increasing ratio in work force. The aim of this study is to determine the effect of glass ceiling syndrome of women working in logistics service providers on organizational trust. In this context, glass ceiling syndrome and organizational trust are explained respectively based on current literature and then the relationship between these two terms is discussed. In methodology, data is collected from women working in logistics service providers by using a questionnaire. According to the findings, it is found that glass ceiling syndrome has no significant effect on organizational trust, trust in supervisor, and trust in organization

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“…Primarily, earlier researches have focused on the diverse organisational outcomes of justice and citizenship behaviour (for instance, Park et al, 2016;Sharma and Yadav, 2018;Suliman and Al Kathairi, 2013). The existent literature demonstrated that perception of justice and exhibition of citizenship behaviours can be considered as an appropriate investment in human resource practices, and understanding of social and moral perspectives.…”

Section: Introductionmentioning

confidence: 99%

“…Over the years, researchers showed an accelerated interest in understanding the relationship between organisational justice and organisation citizenship behaviour and its antecedents or correlates, for instance, job satisfaction, organisational commitment, organisational identification and psychological contract, work engagement, conflict management, and performance assessment (Dinka, 2018;Choi et al, 2014;Park et al, 2016;Ravangard et al, 2013;Sharma and Yadav, 2018). However, these relationships have been predominantly explored and analysed in Western contexts (Markóczy et al, 2009), and literature to date still lacks in exploring the relationship between OCB and organisational justice in Indian automobile sector.…”

Section: Introductionmentioning

confidence: 99%

Modelling the causal relationship between justice and citizenship behaviours: an Indian perspective

Garg

Rastogi

Malik

2019

IJICBM

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This study empirically investigates the nexus between organisational justice and organisational citizenship behaviour among employees working in Indian automobile industries. The present study results affirm that citizenship behaviour is determined by the perceptions, which employees hold about justice in their organisation. The study data were collected from 200 employees working in automobile industries in India using convenience sampling method. The collected data were subjected to exploratory factor analysis and further confirmatory factor analysis (CFA) was utilised to confirm the factorial structure of the study constructs. Finally, structural equation modelling (SEM) was conducted to test the study hypotheses. The study results revealed a positive influence of perceived organisational justice factors on citizenship behaviours. In addition, the analysis of the data indicated the emergence of another dimension of justice perception, which was labelled as informational justice. The findings asserted that employees justice perceptions significantly augment their citizenship behaviours and lubricate the social fabric of the organisation leading to effectiveness.

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The Relationship Between Organizational Justice and Work Engagement : Trust as a Mediator

Cited by 15 publications

References 0 publications

Vitality of work involvement in mediation: The effect of organizational justice on organizational citizenship behavior

Vitality of work involvement in mediation: The effect of organizational justice on organizational citizenship behavior

The Effect of Glass Ceiling Syndrome on Organizational Trust in Business: A Research on Logistics Service Providers

Modelling the causal relationship between justice and citizenship behaviours: an Indian perspective

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