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stycznia 12, 2020
Opublikowane
grudnia 31, 2019
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Abstrakt
The aim of the research was to verify the intermediary role of affective organizational commitment between organizational justice and the intention to leave an organization. In addition, it was decided to check whether taking care of the positive image of an organization mediates partly between organizational justice and affective organizational commitment. The study group comprised 802 employees. The following research tools were used: Organizational Justice Scale, Organizational Loyalty Scale, Organization Attachment Scale and Turnover Intention Scale. Affective organizational commitment fully mediated between procedural and interpersonal justice and the intention to leave, and partly between distributive justice and the desire to leave. Upholding a positive image of an organization partly mediated between all the three types of organizational justice and employees affective organizational commitment.
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Jak cytować
Wnuk, M. (2019). Organizational justice versus employees’ attitude towards an organization. Edukacja Ekonomistów I Menedżerów, 54(4), 81–94. Pobrano z https://econjournals.sgh.waw.pl/EEiM/article/view/1832
Referencje
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1. Aryee, S., Budhwar, P.S., Chen, Z.X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267–285.
2. Bagdadli, S., Roberson, Q., Paoletti, F. (2006). The mediating role of procedural justice in responses to promotion decisions. Journal of Business and Psychology, 21(1), 83–102.Bayarçelik, A.B., Findikli, M.A. (2016). The mediating effect of job satisfaction on the relation between organizational justice perception and intention to leave.Procedia – Social and Behavioral Sciences, 235, 403–411.
3. Bies, R.J., Moag, J.F. (1986). Interactional justice: Communication criteria of fairness. In: R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (Eds.), Research on negotiations in organizations, Greenwich, CT: JAI Press, Inc., 43–55.
4. Biswas, S. (2015). Justice perceptions, organizational citizenship behavior, intention to quit&affective commitment. The Indian Journal of Industrial Relations, 50(4), 625–637.
5. Blau, P. (1964), Exchange and power in social life. New York: Wiley.
6. Browne, M.W., Cudeck, R. (1993). Alternative ways of assessing model fit. In: K.A. Bollen, J.S. Long (Eds.), Testing structural equation models, Newsbury Park, CA: Sage, Inc., 136–162.
7. Byrne, B.M. (1994). Structural equation modeling with EQS and EQS/Windows, Thousand Oaks, CA: Sage Publications.
8. Chirkowska-Smolak, T., Wnuk, M. (2019). Lojalność pracowników wobec organizacji – operacjonalizacja pojęcia oraz weryfikacja psychometryczna skali lojalności wobec organizacji – badania pilotażowe. Organizacja i Kierowanie, 183(4), 185–198.
9. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A constructvalidation of a measure. Journal of Applied Psychology, 86, 386–400.
10. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L. H., Ng, K.Y. (2001). Justiceat the millennium: A meta-analytic review of 25 years of organizational justiceresearch. Journal of Applied Psychology, 86, 425–445.
11. De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., Jegers, M. (2012). Pay-levelsatisfaction and psychological reward satisfaction as mediators of the organizationaljustice-turnover intention relationship. International Studies of Management andOrganization, 42(1), 50–67.
12. Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178.
13. Hausknecht, J.P. Sturman, M.C., Roberson, Q.M. (2011). Justice as a dynamic construct: Effects of individual trajectories on distal work outcomes. Journal of Applied Psychology, 96(4), 872–880.
14. Hendrix, W.H., Robbins T., Miller J., Summers T.P. (1998). Effects of procedural anddistributive justice on factors predictive of turnover. Journal of Social Behavior andPersonality, 13(4), 611–632.
15. Hopkins, S.M., Weathington, B.L. (2006). The relationships between justice perceptions,trust, and employee attitudes in a downsized organization. The Journal of Psychology,140, 477–498.
16. Jepsen, D.M., Rodwell, J. (2012). Female perceptions of organizational justice. Gender,Work&Organization, 19(6), 723–740. Kline, R.B. (1998). Principles and practice ofstructural equation modeling. New York: Guilford Press.
17. Leventhal, G.S. (1980). What should be done with equity theory? New approaches to thestudy of fairness in social relationships. In: K. Gergen, M. Greenberg, R. Willis (Eds.),Social exchange: Advances in theory and research, New York: Plenum Press, Inc., 27–55.
18. Otto, K., Mamatoglu, N. (2015). Why does interactional justice promote organizationalloyalty, job performance, and prevent mental impairment? The role of social supportand social stressors. The Journal of Psychology, 149, 193–218.
19. Price, J.L., Mueller, Ch.W. (1986). Absenteeism and Turnover Among Hospital Employees.Greenwich, CT: JAI Press.
20. Purang, P. (2011). Organisational justice and affective commitment: The mediatingrole of perceived organisational support. Asian Academy of Management Journal,16(1), 141–156.
21. Rhee, J., Park, T., Hwang, S.H. (2011). Non-regular professionals’ dual commitmentin South Korea: Antecedents and consequences. The International Journal of HumanResource Management, 22(3), 612–631.
22. Shapira-Lishchinsky, O., Even-Zohar, S. (2011). Withdrawal behaviors syndrome: Anethical perspective. Journal of Business Ethics, 103(3), 429–451. Steiger, J.H. (1990).
23. Structural model evaluation and modification: An interval estimation approach.Multivariate Behavioural Research, 25, 173–180.
24. Tayfur, O., Bayhan Karapinar, P., Metin Camgoz, S. (2013). The mediating effects ofemotional exhaustion cynicism and learned helplessness on organizational justiceturnover intentions linkage. International Journal of Stress Management, 20(3), 193.
25. Thibaut, J., Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ:Erlbaum.
26. Ullman, J.B. (2001). Structural equation modeling. In: B.G. Tabachnick, L.S. Fidell (Eds.),Using multivariate statistics, Needham Heights, MA: Allyn&Bacon, Inc., 653–771.
27. Wayne, S.J., Shore, L.M., Bommer, W.H., Tetrick, L.E. (2002). The role of fair treatmentand rewards in perceptions of organizational support and leader–member exchange,Journal of Applied Psychology, 87(3), 590–598.
29. Wnuk, M. (2017a). Polska wersja skali sprawiedliwości organizacyjnej. Edukacja Ekonomistów i Menedżerów. Problemy. Innowacje. Projekty, 3, 37–56.
30. Wnuk, M. (2017b). Właściwości psychometryczne polskiej wersji skali przywiązaniado organizacji. Organizacja i Kierowanie, 3(177), 109–125.
31. Yücel, I. (2012). Examining the relationships among job satisfaction, organizationalcommitment, and turnover intention: An empirical study. International Journal ofBusiness and Management, 7, 44–58.
Referencje
1. Aryee, S., Budhwar, P.S., Chen, Z.X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267–285.
2. Bagdadli, S., Roberson, Q., Paoletti, F. (2006). The mediating role of procedural justice in responses to promotion decisions. Journal of Business and Psychology, 21(1), 83–102.Bayarçelik, A.B., Findikli, M.A. (2016). The mediating effect of job satisfaction on the relation between organizational justice perception and intention to leave.Procedia – Social and Behavioral Sciences, 235, 403–411.
3. Bies, R.J., Moag, J.F. (1986). Interactional justice: Communication criteria of fairness. In: R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (Eds.), Research on negotiations in organizations, Greenwich, CT: JAI Press, Inc., 43–55.
4. Biswas, S. (2015). Justice perceptions, organizational citizenship behavior, intention to quit&affective commitment. The Indian Journal of Industrial Relations, 50(4), 625–637.
5. Blau, P. (1964), Exchange and power in social life. New York: Wiley.
6. Browne, M.W., Cudeck, R. (1993). Alternative ways of assessing model fit. In: K.A. Bollen, J.S. Long (Eds.), Testing structural equation models, Newsbury Park, CA: Sage, Inc., 136–162.
7. Byrne, B.M. (1994). Structural equation modeling with EQS and EQS/Windows, Thousand Oaks, CA: Sage Publications.
8. Chirkowska-Smolak, T., Wnuk, M. (2019). Lojalność pracowników wobec organizacji – operacjonalizacja pojęcia oraz weryfikacja psychometryczna skali lojalności wobec organizacji – badania pilotażowe. Organizacja i Kierowanie, 183(4), 185–198.
9. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A constructvalidation of a measure. Journal of Applied Psychology, 86, 386–400.
10. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L. H., Ng, K.Y. (2001). Justiceat the millennium: A meta-analytic review of 25 years of organizational justiceresearch. Journal of Applied Psychology, 86, 425–445.
11. De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., Jegers, M. (2012). Pay-levelsatisfaction and psychological reward satisfaction as mediators of the organizationaljustice-turnover intention relationship. International Studies of Management andOrganization, 42(1), 50–67.
12. Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178.
13. Hausknecht, J.P. Sturman, M.C., Roberson, Q.M. (2011). Justice as a dynamic construct: Effects of individual trajectories on distal work outcomes. Journal of Applied Psychology, 96(4), 872–880.
14. Hendrix, W.H., Robbins T., Miller J., Summers T.P. (1998). Effects of procedural anddistributive justice on factors predictive of turnover. Journal of Social Behavior andPersonality, 13(4), 611–632.
15. Hopkins, S.M., Weathington, B.L. (2006). The relationships between justice perceptions,trust, and employee attitudes in a downsized organization. The Journal of Psychology,140, 477–498.
16. Jepsen, D.M., Rodwell, J. (2012). Female perceptions of organizational justice. Gender,Work&Organization, 19(6), 723–740. Kline, R.B. (1998). Principles and practice ofstructural equation modeling. New York: Guilford Press.
17. Leventhal, G.S. (1980). What should be done with equity theory? New approaches to thestudy of fairness in social relationships. In: K. Gergen, M. Greenberg, R. Willis (Eds.),Social exchange: Advances in theory and research, New York: Plenum Press, Inc., 27–55.
18. Otto, K., Mamatoglu, N. (2015). Why does interactional justice promote organizationalloyalty, job performance, and prevent mental impairment? The role of social supportand social stressors. The Journal of Psychology, 149, 193–218.
19. Price, J.L., Mueller, Ch.W. (1986). Absenteeism and Turnover Among Hospital Employees.Greenwich, CT: JAI Press.
20. Purang, P. (2011). Organisational justice and affective commitment: The mediatingrole of perceived organisational support. Asian Academy of Management Journal,16(1), 141–156.
21. Rhee, J., Park, T., Hwang, S.H. (2011). Non-regular professionals’ dual commitmentin South Korea: Antecedents and consequences. The International Journal of HumanResource Management, 22(3), 612–631.
22. Shapira-Lishchinsky, O., Even-Zohar, S. (2011). Withdrawal behaviors syndrome: Anethical perspective. Journal of Business Ethics, 103(3), 429–451. Steiger, J.H. (1990).
23. Structural model evaluation and modification: An interval estimation approach.Multivariate Behavioural Research, 25, 173–180.
24. Tayfur, O., Bayhan Karapinar, P., Metin Camgoz, S. (2013). The mediating effects ofemotional exhaustion cynicism and learned helplessness on organizational justiceturnover intentions linkage. International Journal of Stress Management, 20(3), 193.
25. Thibaut, J., Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ:Erlbaum.
26. Ullman, J.B. (2001). Structural equation modeling. In: B.G. Tabachnick, L.S. Fidell (Eds.),Using multivariate statistics, Needham Heights, MA: Allyn&Bacon, Inc., 653–771.
27. Wayne, S.J., Shore, L.M., Bommer, W.H., Tetrick, L.E. (2002). The role of fair treatmentand rewards in perceptions of organizational support and leader–member exchange,Journal of Applied Psychology, 87(3), 590–598.
29. Wnuk, M. (2017a). Polska wersja skali sprawiedliwości organizacyjnej. Edukacja Ekonomistów i Menedżerów. Problemy. Innowacje. Projekty, 3, 37–56.
30. Wnuk, M. (2017b). Właściwości psychometryczne polskiej wersji skali przywiązaniado organizacji. Organizacja i Kierowanie, 3(177), 109–125.
31. Yücel, I. (2012). Examining the relationships among job satisfaction, organizationalcommitment, and turnover intention: An empirical study. International Journal ofBusiness and Management, 7, 44–58.
2. Bagdadli, S., Roberson, Q., Paoletti, F. (2006). The mediating role of procedural justice in responses to promotion decisions. Journal of Business and Psychology, 21(1), 83–102.Bayarçelik, A.B., Findikli, M.A. (2016). The mediating effect of job satisfaction on the relation between organizational justice perception and intention to leave.Procedia – Social and Behavioral Sciences, 235, 403–411.
3. Bies, R.J., Moag, J.F. (1986). Interactional justice: Communication criteria of fairness. In: R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (Eds.), Research on negotiations in organizations, Greenwich, CT: JAI Press, Inc., 43–55.
4. Biswas, S. (2015). Justice perceptions, organizational citizenship behavior, intention to quit&affective commitment. The Indian Journal of Industrial Relations, 50(4), 625–637.
5. Blau, P. (1964), Exchange and power in social life. New York: Wiley.
6. Browne, M.W., Cudeck, R. (1993). Alternative ways of assessing model fit. In: K.A. Bollen, J.S. Long (Eds.), Testing structural equation models, Newsbury Park, CA: Sage, Inc., 136–162.
7. Byrne, B.M. (1994). Structural equation modeling with EQS and EQS/Windows, Thousand Oaks, CA: Sage Publications.
8. Chirkowska-Smolak, T., Wnuk, M. (2019). Lojalność pracowników wobec organizacji – operacjonalizacja pojęcia oraz weryfikacja psychometryczna skali lojalności wobec organizacji – badania pilotażowe. Organizacja i Kierowanie, 183(4), 185–198.
9. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A constructvalidation of a measure. Journal of Applied Psychology, 86, 386–400.
10. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L. H., Ng, K.Y. (2001). Justiceat the millennium: A meta-analytic review of 25 years of organizational justiceresearch. Journal of Applied Psychology, 86, 425–445.
11. De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., Jegers, M. (2012). Pay-levelsatisfaction and psychological reward satisfaction as mediators of the organizationaljustice-turnover intention relationship. International Studies of Management andOrganization, 42(1), 50–67.
12. Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178.
13. Hausknecht, J.P. Sturman, M.C., Roberson, Q.M. (2011). Justice as a dynamic construct: Effects of individual trajectories on distal work outcomes. Journal of Applied Psychology, 96(4), 872–880.
14. Hendrix, W.H., Robbins T., Miller J., Summers T.P. (1998). Effects of procedural anddistributive justice on factors predictive of turnover. Journal of Social Behavior andPersonality, 13(4), 611–632.
15. Hopkins, S.M., Weathington, B.L. (2006). The relationships between justice perceptions,trust, and employee attitudes in a downsized organization. The Journal of Psychology,140, 477–498.
16. Jepsen, D.M., Rodwell, J. (2012). Female perceptions of organizational justice. Gender,Work&Organization, 19(6), 723–740. Kline, R.B. (1998). Principles and practice ofstructural equation modeling. New York: Guilford Press.
17. Leventhal, G.S. (1980). What should be done with equity theory? New approaches to thestudy of fairness in social relationships. In: K. Gergen, M. Greenberg, R. Willis (Eds.),Social exchange: Advances in theory and research, New York: Plenum Press, Inc., 27–55.
18. Otto, K., Mamatoglu, N. (2015). Why does interactional justice promote organizationalloyalty, job performance, and prevent mental impairment? The role of social supportand social stressors. The Journal of Psychology, 149, 193–218.
19. Price, J.L., Mueller, Ch.W. (1986). Absenteeism and Turnover Among Hospital Employees.Greenwich, CT: JAI Press.
20. Purang, P. (2011). Organisational justice and affective commitment: The mediatingrole of perceived organisational support. Asian Academy of Management Journal,16(1), 141–156.
21. Rhee, J., Park, T., Hwang, S.H. (2011). Non-regular professionals’ dual commitmentin South Korea: Antecedents and consequences. The International Journal of HumanResource Management, 22(3), 612–631.
22. Shapira-Lishchinsky, O., Even-Zohar, S. (2011). Withdrawal behaviors syndrome: Anethical perspective. Journal of Business Ethics, 103(3), 429–451. Steiger, J.H. (1990).
23. Structural model evaluation and modification: An interval estimation approach.Multivariate Behavioural Research, 25, 173–180.
24. Tayfur, O., Bayhan Karapinar, P., Metin Camgoz, S. (2013). The mediating effects ofemotional exhaustion cynicism and learned helplessness on organizational justiceturnover intentions linkage. International Journal of Stress Management, 20(3), 193.
25. Thibaut, J., Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ:Erlbaum.
26. Ullman, J.B. (2001). Structural equation modeling. In: B.G. Tabachnick, L.S. Fidell (Eds.),Using multivariate statistics, Needham Heights, MA: Allyn&Bacon, Inc., 653–771.
27. Wayne, S.J., Shore, L.M., Bommer, W.H., Tetrick, L.E. (2002). The role of fair treatmentand rewards in perceptions of organizational support and leader–member exchange,Journal of Applied Psychology, 87(3), 590–598.
29. Wnuk, M. (2017a). Polska wersja skali sprawiedliwości organizacyjnej. Edukacja Ekonomistów i Menedżerów. Problemy. Innowacje. Projekty, 3, 37–56.
30. Wnuk, M. (2017b). Właściwości psychometryczne polskiej wersji skali przywiązaniado organizacji. Organizacja i Kierowanie, 3(177), 109–125.
31. Yücel, I. (2012). Examining the relationships among job satisfaction, organizationalcommitment, and turnover intention: An empirical study. International Journal ofBusiness and Management, 7, 44–58.