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grudnia 31, 2019
Opublikowane
grudnia 31, 2014
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Abstrakt
Artykuł prezentuje wyniki dwu badań empirycznych dokumentujących złożone zależności pomiędzy zmiennymi ważnymi dla określenia stopnia dobroci dopasowania pomiędzy człowiekiem i organizacją, dla której pracuje. Pierwsze badanie ma na celu odnalezienie zmiennych pośredniczących pomiędzy preferowanym w organizacji stylem kierowania a siłą przywiązania do organizacji pracodawcy. Omówiono tu, jak istotną rolę w budowaniu przywiązania organizacyjnego pełni sprawiedliwość organizacyjna i zadowolenie z pracy. Drugie badanie koncentruje się na negatywnych zjawiskach wyjaśniających brak zaangażowania pracowników i ma na celu odnalezienie typowego wzoru przywiązania u pracowników cynicznych. Takich, którzy nie są zadowoleni z pracy i których cechuje poczucie niesprawiedliwości. Wspólnie, wyniki pokazują, jak korzystnie przyjęcie przez przełożonych aktywnego stylu kierowania zwiększa siłę przywiązania pracowników, lecz przede wszystkim, jak istotny udział w postrzeganiu zjawisk zachodzących w organizacji ma poczucie uczestniczenia w sprawiedliwym środowisku pracy. Analiza wyników badań, poza wartościami poznawczymi, może pomóc w tworzeniu strategii personalnych służących rozwijaniu kompetencji menedżerskich i budowaniu konstruktywnego zaangażowania w pracę.
Słowa kluczowe
przywództwo transformacyjne i transakcyjne
poczucie sprawiedliwości organizacyjnej
zadowolenie z pracy
związanie z pracą
cynizm organizacyjny
Szczegóły artykułu
Licencja
Autor (Autorzy) artykułu oświadcza, że przesłane opracowanie nie narusza praw autorskich osób trzecich. Wyraża zgodę na poddanie artykułu procedurze recenzji oraz dokonanie zmian redakcyjnych. Przenosi nieodpłatnie na Oficynę Wydawniczą SGH autorskie prawa majątkowe do utworu na polach eksploatacji wymienionych w art. 50 Ustawy z dnia 4 lutego 1994 r. o prawie autorskim i prawach pokrewnych – pod warunkiem, że praca została zaakceptowana do publikacji i opublikowana.
Oficyna Wydawnicza SGH posiada autorskie prawa majątkowe do wszystkich treści czasopisma. Zamieszczenie tekstu artykuły w repozytorium, na stronie domowej autora lub na innej stronie jest dozwolone o ile nie wiąże się z pozyskiwaniem korzyści majątkowych, a tekst wyposażony będzie w informacje źródłowe (w tym również tytuł, rok, numer i adres internetowy czasopisma).
Osoby zainteresowane komercyjnym wykorzystaniem zawartości czasopisma proszone są o kontakt z Redakcją.
Jak cytować
Macko, M. ., Sušanj , Z. ., & Jakopec, A. . (2014). Konstruktywne i kontrproduktywne oblicza przywiązania do organizacji. Edukacja Ekonomistów I Menedżerów, 34(4), 81–101. https://doi.org/10.5604/01.3001.0010.3418
Referencje
-
1. Abraham, R. (2000). Organizational cynicism: bases and consequences. Genetic, Social and General Psychology Monographs, 126(3), 269–292.
2. Akehurst, G., Comeche, J.M., Galindo, M. (2009). Job satisfaction and commitment in the entrepreneurial SME. Small Business Economics, 32, 277–289.
3. Alexander, S., Ruderman, M. (1987). The role of procedural and distributive justice in organization behavior. Social Justice Research, 1(2), 177–198.
4. Ali, N., Babar, M.A., Bangash, S.A. (2011). Relationship between leadership styles and organizational commitment amongst Medical Representatives of national and multinational pharmaceuticals companies in Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 2(10), 524–529.
5. Al‑Zu’bi, H.A. (2010). A Study of relationship between organizational justice and job satisfaction. International Journal of Business and Management, 5(12), 102–109.
6. Ambrose, M., Hess, R.L., Ganesan, S. (2007). The relationship between justice and attitudes: An examination of justice effects on event and system‑related attitudes. Organizational Behavior and Human Decision Processes, 103(1), 21–36.
7. Antonakis, J., Avolio, B.J., Sivasubramaniam, N. (2003). Context and leadership: An examination of the nine‑factor full‑range leadership theory using the Multifactor Leadership Questionnaire. The Leadership Quarterly, 14, 261–295.
8. Avolio, B.J., Bass, B.M. (2004). Multifactor Leadership Questionnaire: Manual and Sampler Set. Menlo Park: Mind Garden.
9. Bakhshi, A., Kumar, K., Rani, E. (2009). Organizational justice perceptions as pre‑ dictor of job satisfaction and organization commitment. International Journal of Business and Management, 4(9), 145–154.
10. Bańka, A., Wołoska, A., Bazińska, R. (2002). Polska wersja Meyera i Allen Skali Przywiązania do Organizacji. Czasopismo Psychologiczne, 8, 65–74.
11. Bass, B.M., Avolio, B.J. (1994). Improving organizational effectiveness through transfor‑ mational leadership. Thousand Oaks: Sage Publications.
12. Bennis, W., Nanus, B. (1985). Leadership: The strategies for taking charge. New York: Harper & Row.
13. Bernerth, J.B., Armenakis, A.A., Feild, H.S., Walker, H.J. (2007). Justice, cy‑ nicism, and commitment: A Study of important organizational change va‑ riables. Journal of Applied Behavioral Science September, 43(3), 303–326. doi: 10.1177/0021886306296602
14. Beugré, C.D., Baron, R.A. (2001). Assessing systemic justice: The role of distributive, procedural, and interactional justice. Journal of Applied Social Psychology, 31(2), 324–339.
15. Burns, J.M. (1978). Leadership. New York: Harper & Row.
16. Chirkowska‑Smolak, T. (2012). Psychologiczny model zaangażowania w pracę. Poznań: Wydawnictwo Naukowe UAM.
17. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
18. Cropanzano, R., Folger, R. (1989). Referent cognitions and task decisions autonomy: Beyond equity theory. Journal of Applied Psychology, 74, 293–299.
19. Cropanzano, R., Prehar, C.A., Chen, P.Y. (2002). Using social exchange theory to distin‑ guish procedural from interactional justice. Group & Organizational Management, 27, 324–351.
20. Crow, M.S., Lee, C.B., Joo, J.J. (2012). Organizational justice and organizational com‑ mitment among South Korean police officers: An investigation of job satisfaction as a mediator. Policing: An International Journal of Police Strategies & Management, 35(2), 402–423.
21. Dean, J.W., Jr., Brandes, P., Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23(2), 341–352.
22. Ćulumović, R. (2005). Percepcija distributivne, proceduralne i interakcijske pravednosti i stavovi prema radu. [Percepcja dystrybutywnej, proceduralnej i interakcyjnej spra‑ wiedliwości w środowisku pracy]. Niepublikowana praca magisterska obroniona na Wydziale Nauk Humanistycznych i Społecznych Uniwersytetu w Rijece.
23. Folger, R., Konovksy, M.A. (1989). Effects of procedural justice and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115–130.
24. Greenberg, J. (1996). The quest for justice on the job: Essays and experiments, Thousand Oaks: Sage.
25. Gregson, T.H. (1987). Factor analysis of a multiple‑choice format for job satisfaction. Psychological Reports, 61(3), 747–750.
26. Hayward, M.L.A., Rindova, V.P., Pollock, T.G. (2004). Believing one’s own press: The causes and consequences of CEO celebrity. Strategic Management Journal, 25, 637–655.
27. Jernigan, I.E., Beggs, J.M., Kohut, G.F. (2002). Dimensions of work satisfaction as predictor of commitment type. Journal of Managerial Psychology, 17(7), 546–579.
28. Jöreskog, K., Sörbom, D. (1993). LISREL 8: Structural equation modeling with the SIMPLIS command language. Chicago: Scientific Software International Inc.
29. Lambert, E., Hogan, N.L., Griffin, M.L. (2007). The impact of distributive and proce‑ dural justice on correctional staff job stress, job satisfaction, and organizational commitment. Journal of Criminal Justice, 35, 644–56.
30. Lee, H.R. (2000). An Empirical Study of Organizational Justice as a Mediator in the Relationships among Leader‑Member Exchange and Job Satisfaction, Organizational Commitment, and Turnover intentions in the Lodging Industry. Praca doktorska od‑ tworzona z baz danych Politechniki Stanu Virginia.
31. Locke, E.A. (1976). The nature and causes of job satisfaction. In: M.D. Dunnette, Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally, 1297–1349.
32. Lok, P., Crawford, J. (2001). Antecedents of organizational commitment and the me‑ diating role of job satisfaction. Journal of Managerial Psychology, 16(8), 594–613.
33. Luthans, F. (2007). Organizational Behavior. New York: McGraw‑Hill.
34. Macko, M. (2009). Poczucie sprawiedliwości organizacyjnej a zachowania pracowników. Poznań: Wydawnictwo Naukowe WNS UAM.
35. Macko, M., Grudziński, A. (2014). Rola poczucia sprawiedliwości i cynizmu organiza‑ cyjnego w inicjowaniu pozytywnych i negatywnych zachowań wobec pracodawcy. Edukacja Ekonomistów i Menedżerów, 31, 77–91.
36. Macko, M., Łaciak, M. (2012). Jak skutecznie scynizować własnych pracowników i uczynić firmę mniej efektywną? Czasopismo Psychologiczne, 18(2), 269–275.
37. Maslić Seršić, D. (2000). Što je odanost i kako je možemo mjeriti? [Co to jest oddanie się pracy i jak możemy to mierzyć?]. Suvremena psihologija, 3, 99–111.
38. Mathieu, J.E., Zajac, D.M. (1990). A review and meta‑analysis of the antecedents, correlatesand consequences of organizational commitment. Psychological Bulletin, 108, 171–94.
39. Mayer, D.M., Bardes, M., Piccolo, R.F. (2008). Do servant‑leadership help satisfy sub‑ ordinate needs? An organizational justice perspective. European Journal of Work and Organizational Psychology, 17, 180–197.
40. McDowall, A., Fletcher, C. (2004). Employee development: an organizational justice perspective. Personnel Review, 33(1), 8–29.
41. Meyer, J.P., Allen, N.J. (1991). A three‑component conceptualization of organizatio‑ nal commitment. Human Resource Management Review, 1, 6–89.
42. Meyer, J.P., Allen, N.J., Smith, C. (1993). Commitment to organizations and occu‑ pations: Extension and test of a three‑component conceptualization. Journal of Applied Psychology, 78, 538–551.
43. Meyer, J.P., Stanley, D.J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continu‑ ance, and normative commitment to the organization: A meta‑analysis of ante‑ cedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52. doi:10.1006/jvbe.2001.1842
44. Moorman, R.H. (1991). The relationship between organizational justice and organiza‑ tional citizenship behavior: Do fairness perceptions influence employee citizen‑ ship? Journal of Applied Psychology, 76, 845–855.
45. Niehoff, B.P., Moorman, R.H. (1993). Justice as a mediator of the relationship betwe‑ en methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527–556.
46. Robbins, S.P. (2005). Essentials of organizational behavior. New Jersey: Prentice Hall.
47. Sabir, M., Sohail, A., Asif Khan, M. (2011). Impact of leadership style on organiza‑ tion commitment: In mediating role of employee values. Journal of Economics and Behavioral Studies, 3(2), 145–152.
48. Spector, P.E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13, 693–713.
49. Steiger, J.H. (2007). Understanding the limitations of global fit assessment in struc‑ tural equation modeling. Personality and Individual Differences, 42(5), 893–898.
50. Sušanj, Z., Jakopec, A. (2012). Fairness perceptions and job satisfaction as mediators of the relationship between leadership style and organizational commitment. Psychological Topics, 21(3), 509–526.
51. Thibaut, J., Walker, L. (1975). Procedural justice: A psychologic analysis. Hillsdale: Erlbaum.
52. Yukl, G. (2002). Leadership in organizations. New Jersey: Prentice Hall.
53. Walumbwa, F., Wang, P., Lawler, J., Shi, K. (2004). The role of collective efficacy in the relations between transformational leadership and work outcomes. Journal of Occupational and Organizational Psychology, 77, 515–530.
54. Williams, L.J., Hazer, J.T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: a reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71, 219–31.
Referencje
1. Abraham, R. (2000). Organizational cynicism: bases and consequences. Genetic, Social and General Psychology Monographs, 126(3), 269–292.
2. Akehurst, G., Comeche, J.M., Galindo, M. (2009). Job satisfaction and commitment in the entrepreneurial SME. Small Business Economics, 32, 277–289.
3. Alexander, S., Ruderman, M. (1987). The role of procedural and distributive justice in organization behavior. Social Justice Research, 1(2), 177–198.
4. Ali, N., Babar, M.A., Bangash, S.A. (2011). Relationship between leadership styles and organizational commitment amongst Medical Representatives of national and multinational pharmaceuticals companies in Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 2(10), 524–529.
5. Al‑Zu’bi, H.A. (2010). A Study of relationship between organizational justice and job satisfaction. International Journal of Business and Management, 5(12), 102–109.
6. Ambrose, M., Hess, R.L., Ganesan, S. (2007). The relationship between justice and attitudes: An examination of justice effects on event and system‑related attitudes. Organizational Behavior and Human Decision Processes, 103(1), 21–36.
7. Antonakis, J., Avolio, B.J., Sivasubramaniam, N. (2003). Context and leadership: An examination of the nine‑factor full‑range leadership theory using the Multifactor Leadership Questionnaire. The Leadership Quarterly, 14, 261–295.
8. Avolio, B.J., Bass, B.M. (2004). Multifactor Leadership Questionnaire: Manual and Sampler Set. Menlo Park: Mind Garden.
9. Bakhshi, A., Kumar, K., Rani, E. (2009). Organizational justice perceptions as pre‑ dictor of job satisfaction and organization commitment. International Journal of Business and Management, 4(9), 145–154.
10. Bańka, A., Wołoska, A., Bazińska, R. (2002). Polska wersja Meyera i Allen Skali Przywiązania do Organizacji. Czasopismo Psychologiczne, 8, 65–74.
11. Bass, B.M., Avolio, B.J. (1994). Improving organizational effectiveness through transfor‑ mational leadership. Thousand Oaks: Sage Publications.
12. Bennis, W., Nanus, B. (1985). Leadership: The strategies for taking charge. New York: Harper & Row.
13. Bernerth, J.B., Armenakis, A.A., Feild, H.S., Walker, H.J. (2007). Justice, cy‑ nicism, and commitment: A Study of important organizational change va‑ riables. Journal of Applied Behavioral Science September, 43(3), 303–326. doi: 10.1177/0021886306296602
14. Beugré, C.D., Baron, R.A. (2001). Assessing systemic justice: The role of distributive, procedural, and interactional justice. Journal of Applied Social Psychology, 31(2), 324–339.
15. Burns, J.M. (1978). Leadership. New York: Harper & Row.
16. Chirkowska‑Smolak, T. (2012). Psychologiczny model zaangażowania w pracę. Poznań: Wydawnictwo Naukowe UAM.
17. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
18. Cropanzano, R., Folger, R. (1989). Referent cognitions and task decisions autonomy: Beyond equity theory. Journal of Applied Psychology, 74, 293–299.
19. Cropanzano, R., Prehar, C.A., Chen, P.Y. (2002). Using social exchange theory to distin‑ guish procedural from interactional justice. Group & Organizational Management, 27, 324–351.
20. Crow, M.S., Lee, C.B., Joo, J.J. (2012). Organizational justice and organizational com‑ mitment among South Korean police officers: An investigation of job satisfaction as a mediator. Policing: An International Journal of Police Strategies & Management, 35(2), 402–423.
21. Dean, J.W., Jr., Brandes, P., Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23(2), 341–352.
22. Ćulumović, R. (2005). Percepcija distributivne, proceduralne i interakcijske pravednosti i stavovi prema radu. [Percepcja dystrybutywnej, proceduralnej i interakcyjnej spra‑ wiedliwości w środowisku pracy]. Niepublikowana praca magisterska obroniona na Wydziale Nauk Humanistycznych i Społecznych Uniwersytetu w Rijece.
23. Folger, R., Konovksy, M.A. (1989). Effects of procedural justice and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115–130.
24. Greenberg, J. (1996). The quest for justice on the job: Essays and experiments, Thousand Oaks: Sage.
25. Gregson, T.H. (1987). Factor analysis of a multiple‑choice format for job satisfaction. Psychological Reports, 61(3), 747–750.
26. Hayward, M.L.A., Rindova, V.P., Pollock, T.G. (2004). Believing one’s own press: The causes and consequences of CEO celebrity. Strategic Management Journal, 25, 637–655.
27. Jernigan, I.E., Beggs, J.M., Kohut, G.F. (2002). Dimensions of work satisfaction as predictor of commitment type. Journal of Managerial Psychology, 17(7), 546–579.
28. Jöreskog, K., Sörbom, D. (1993). LISREL 8: Structural equation modeling with the SIMPLIS command language. Chicago: Scientific Software International Inc.
29. Lambert, E., Hogan, N.L., Griffin, M.L. (2007). The impact of distributive and proce‑ dural justice on correctional staff job stress, job satisfaction, and organizational commitment. Journal of Criminal Justice, 35, 644–56.
30. Lee, H.R. (2000). An Empirical Study of Organizational Justice as a Mediator in the Relationships among Leader‑Member Exchange and Job Satisfaction, Organizational Commitment, and Turnover intentions in the Lodging Industry. Praca doktorska od‑ tworzona z baz danych Politechniki Stanu Virginia.
31. Locke, E.A. (1976). The nature and causes of job satisfaction. In: M.D. Dunnette, Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally, 1297–1349.
32. Lok, P., Crawford, J. (2001). Antecedents of organizational commitment and the me‑ diating role of job satisfaction. Journal of Managerial Psychology, 16(8), 594–613.
33. Luthans, F. (2007). Organizational Behavior. New York: McGraw‑Hill.
34. Macko, M. (2009). Poczucie sprawiedliwości organizacyjnej a zachowania pracowników. Poznań: Wydawnictwo Naukowe WNS UAM.
35. Macko, M., Grudziński, A. (2014). Rola poczucia sprawiedliwości i cynizmu organiza‑ cyjnego w inicjowaniu pozytywnych i negatywnych zachowań wobec pracodawcy. Edukacja Ekonomistów i Menedżerów, 31, 77–91.
36. Macko, M., Łaciak, M. (2012). Jak skutecznie scynizować własnych pracowników i uczynić firmę mniej efektywną? Czasopismo Psychologiczne, 18(2), 269–275.
37. Maslić Seršić, D. (2000). Što je odanost i kako je možemo mjeriti? [Co to jest oddanie się pracy i jak możemy to mierzyć?]. Suvremena psihologija, 3, 99–111.
38. Mathieu, J.E., Zajac, D.M. (1990). A review and meta‑analysis of the antecedents, correlatesand consequences of organizational commitment. Psychological Bulletin, 108, 171–94.
39. Mayer, D.M., Bardes, M., Piccolo, R.F. (2008). Do servant‑leadership help satisfy sub‑ ordinate needs? An organizational justice perspective. European Journal of Work and Organizational Psychology, 17, 180–197.
40. McDowall, A., Fletcher, C. (2004). Employee development: an organizational justice perspective. Personnel Review, 33(1), 8–29.
41. Meyer, J.P., Allen, N.J. (1991). A three‑component conceptualization of organizatio‑ nal commitment. Human Resource Management Review, 1, 6–89.
42. Meyer, J.P., Allen, N.J., Smith, C. (1993). Commitment to organizations and occu‑ pations: Extension and test of a three‑component conceptualization. Journal of Applied Psychology, 78, 538–551.
43. Meyer, J.P., Stanley, D.J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continu‑ ance, and normative commitment to the organization: A meta‑analysis of ante‑ cedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52. doi:10.1006/jvbe.2001.1842
44. Moorman, R.H. (1991). The relationship between organizational justice and organiza‑ tional citizenship behavior: Do fairness perceptions influence employee citizen‑ ship? Journal of Applied Psychology, 76, 845–855.
45. Niehoff, B.P., Moorman, R.H. (1993). Justice as a mediator of the relationship betwe‑ en methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527–556.
46. Robbins, S.P. (2005). Essentials of organizational behavior. New Jersey: Prentice Hall.
47. Sabir, M., Sohail, A., Asif Khan, M. (2011). Impact of leadership style on organiza‑ tion commitment: In mediating role of employee values. Journal of Economics and Behavioral Studies, 3(2), 145–152.
48. Spector, P.E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13, 693–713.
49. Steiger, J.H. (2007). Understanding the limitations of global fit assessment in struc‑ tural equation modeling. Personality and Individual Differences, 42(5), 893–898.
50. Sušanj, Z., Jakopec, A. (2012). Fairness perceptions and job satisfaction as mediators of the relationship between leadership style and organizational commitment. Psychological Topics, 21(3), 509–526.
51. Thibaut, J., Walker, L. (1975). Procedural justice: A psychologic analysis. Hillsdale: Erlbaum.
52. Yukl, G. (2002). Leadership in organizations. New Jersey: Prentice Hall.
53. Walumbwa, F., Wang, P., Lawler, J., Shi, K. (2004). The role of collective efficacy in the relations between transformational leadership and work outcomes. Journal of Occupational and Organizational Psychology, 77, 515–530.
54. Williams, L.J., Hazer, J.T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: a reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71, 219–31.
2. Akehurst, G., Comeche, J.M., Galindo, M. (2009). Job satisfaction and commitment in the entrepreneurial SME. Small Business Economics, 32, 277–289.
3. Alexander, S., Ruderman, M. (1987). The role of procedural and distributive justice in organization behavior. Social Justice Research, 1(2), 177–198.
4. Ali, N., Babar, M.A., Bangash, S.A. (2011). Relationship between leadership styles and organizational commitment amongst Medical Representatives of national and multinational pharmaceuticals companies in Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 2(10), 524–529.
5. Al‑Zu’bi, H.A. (2010). A Study of relationship between organizational justice and job satisfaction. International Journal of Business and Management, 5(12), 102–109.
6. Ambrose, M., Hess, R.L., Ganesan, S. (2007). The relationship between justice and attitudes: An examination of justice effects on event and system‑related attitudes. Organizational Behavior and Human Decision Processes, 103(1), 21–36.
7. Antonakis, J., Avolio, B.J., Sivasubramaniam, N. (2003). Context and leadership: An examination of the nine‑factor full‑range leadership theory using the Multifactor Leadership Questionnaire. The Leadership Quarterly, 14, 261–295.
8. Avolio, B.J., Bass, B.M. (2004). Multifactor Leadership Questionnaire: Manual and Sampler Set. Menlo Park: Mind Garden.
9. Bakhshi, A., Kumar, K., Rani, E. (2009). Organizational justice perceptions as pre‑ dictor of job satisfaction and organization commitment. International Journal of Business and Management, 4(9), 145–154.
10. Bańka, A., Wołoska, A., Bazińska, R. (2002). Polska wersja Meyera i Allen Skali Przywiązania do Organizacji. Czasopismo Psychologiczne, 8, 65–74.
11. Bass, B.M., Avolio, B.J. (1994). Improving organizational effectiveness through transfor‑ mational leadership. Thousand Oaks: Sage Publications.
12. Bennis, W., Nanus, B. (1985). Leadership: The strategies for taking charge. New York: Harper & Row.
13. Bernerth, J.B., Armenakis, A.A., Feild, H.S., Walker, H.J. (2007). Justice, cy‑ nicism, and commitment: A Study of important organizational change va‑ riables. Journal of Applied Behavioral Science September, 43(3), 303–326. doi: 10.1177/0021886306296602
14. Beugré, C.D., Baron, R.A. (2001). Assessing systemic justice: The role of distributive, procedural, and interactional justice. Journal of Applied Social Psychology, 31(2), 324–339.
15. Burns, J.M. (1978). Leadership. New York: Harper & Row.
16. Chirkowska‑Smolak, T. (2012). Psychologiczny model zaangażowania w pracę. Poznań: Wydawnictwo Naukowe UAM.
17. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
18. Cropanzano, R., Folger, R. (1989). Referent cognitions and task decisions autonomy: Beyond equity theory. Journal of Applied Psychology, 74, 293–299.
19. Cropanzano, R., Prehar, C.A., Chen, P.Y. (2002). Using social exchange theory to distin‑ guish procedural from interactional justice. Group & Organizational Management, 27, 324–351.
20. Crow, M.S., Lee, C.B., Joo, J.J. (2012). Organizational justice and organizational com‑ mitment among South Korean police officers: An investigation of job satisfaction as a mediator. Policing: An International Journal of Police Strategies & Management, 35(2), 402–423.
21. Dean, J.W., Jr., Brandes, P., Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23(2), 341–352.
22. Ćulumović, R. (2005). Percepcija distributivne, proceduralne i interakcijske pravednosti i stavovi prema radu. [Percepcja dystrybutywnej, proceduralnej i interakcyjnej spra‑ wiedliwości w środowisku pracy]. Niepublikowana praca magisterska obroniona na Wydziale Nauk Humanistycznych i Społecznych Uniwersytetu w Rijece.
23. Folger, R., Konovksy, M.A. (1989). Effects of procedural justice and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115–130.
24. Greenberg, J. (1996). The quest for justice on the job: Essays and experiments, Thousand Oaks: Sage.
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