Spelling suggestions: "subject:"0rganizational justice"" "subject:"0rganizational iustice""
111 |
Why Do Individuals Act Fairly Or Unfairly? An Examination Of Psychological And Situational Antecedents Of Organizational JusticeGanegoda, Deshani B 01 January 2012 (has links)
Most studies on organizational justice have focused on individuals’ reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals’ fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, & Postmes, 1995) and side-bet theory of continuance commitment (Becker, 1960) was used to examine how organizational identification and continuance commitment might influence employees’ fair or unfair behavior depending on an organization’s justice climate. Based on SIDE, it was hypothesized that organizational identification relates positively to employees’ feelings of deindividuation. Based on side-bet theory, it was further hypothesized that employees’ continuance commitment relates positively to their adoption of a subordinate role. Both deindividuation and adoption of a subordinate role were argued to make employees more susceptible to external influences and, therefore, make individuals more likely to behave in ways that are normative in a given context. Individuals who have higher levels of continuance commitment and organizational identification were, therefore, argued to engage in fair or unfair behavior depending on the level of the justice climate and the strength of the justice climate of their workgroup. The results of three studies provided support for the majority of hypotheses. Theoretical and practical implications of the results are discussed.
|
112 |
Organizational Justice And Workplace Deviance: The Role Of Organizational Structure, Powerlessness, And Information SalienceMcCardle, Jie Guo 01 January 2007 (has links)
The purpose of this study is to investigate both individual and structural factors in predicting workplace deviance. Deviant workplace behavior is a prevailing and costly phenomenon in organizations. It includes a wide range of negative acts conducted by employees to harm the organization and its members. In the first section, I conducted a comprehensive literature review. In the review, I first review the current state of research on the relationship between organizational justice and workplace deviance by presenting the various theoretical frameworks, as well as empirical findings. Next, I summarize existing research patterns and identify research challenges that must be overcome in order to advance our understanding of this topic. Finally, I offer future directions researchers should undertake in justice-deviance research. Specifically, I suggest the development of more comprehensive models that include potential moderators and mediators that may better explain how and why justice judgments can lead to deviant behaviors and when the negative effect is most damaging. In the second section, I developed a theoretical model that proposes the relationship between organizational justice, organizational structure (centralization and organicity), employee perceived powerlessness, information salience about each type of justice, and workplace deviance. In the third section, I tested the model and presented the findings. Results of HLM analysis show that (1) organizational justice, perceived powerlessness, and centralization exert direct effects on workplace deviance, (2) organicity exerts direct effects on justice information salience; (3) perceived powerlessness partially mediates the relationship between centralization and organizational deviance; (4) information salience of procedural justice strengthens the effects of procedural justice on interpersonal deviance. Conclusions are drawn from the theory and findings, highlighting implications for future workplace deviance and organizational behavior research.
|
113 |
Exploring the Enacted Justice-Experienced Justice-Outcomes Relationship: A Study of the Role of Anticipatory JusticeLensges, Marcia January 2017 (has links)
No description available.
|
114 |
A Moderated-Mediation Model of Pay SecrecyBerger, Julia Lizabeth 18 December 2013 (has links)
No description available.
|
115 |
Identifying the Relationship Between Employee Sabotage and Organizational JusticeWarren, Michael A. January 2010 (has links)
No description available.
|
116 |
Fairness at work: its impacts on employee well-beingFujishiro, Kaori 13 July 2005 (has links)
No description available.
|
117 |
ORGANIZATIONAL JUSTICE, COMFORT WITH SAFETY REPORTING, AND PERCEPTIONS OF HOSPITAL SAFETY: AN ANALYSIS USING STRUCTURAL EQUATION APPROACHChen, Yvonne Ying-Shan 04 1900 (has links)
<p>Patient safety in healthcare has become a national objective. Hospital safety concerns are not isolated to patient safety, occupational safety is also important. One initiative adopted by healthcare is improving patient safety climate – shifting from one of a "no harm, no foul" approach to a culture of learning that encourages the reporting of errors, even those in which patient harm does not occur. Lacking from the literature, however, is an understanding of how to encourage reporting and how safety perceptions are formed among hospital employees. In addition, although safety-related reporting and safety perceptions are deemed important, the majority of research has been conducted in nursing populations. In order to create a safer hospital, it is crucial to investigate safety-related reporting and safety perceptions among all hospital employees.</p> <p>The purpose of this cross-sectional study is to test and refine a model that explains the influence of perceived procedural justice, interpersonal justice, informational justice, and distributive justice on comfort with safety-related reporting and, ultimately, hospital safety perceptions among hospital employees.</p> <p>The proposed model was tested on a sample of 652 hospital employees from a regional children’s hospital with a 76% return rate. Consistent with the hypothesized model, perceptions of higher interpersonal justice predicted higher comfort with safety reporting, which in turn predicted perceptions of hospital safety. In addition, comfort with safety reporting, interpersonal justice, and informational justice contributed directly to the prediction of hospital safety perceptions.</p> <p>This study illustrates why different dimensions of organizational justice, specifically interpersonal justice and informational justice, should be considered above and beyond safety-specific climate when individuals are intent on improving hospital safety. Thus, hospital managers and administrators should enhance interpersonal justice along with comfort with safety-related reporting and informational justice to create a safer hospital. Study limitations and recommendations for new research methods and areas are discussed.</p> / Master of Health Sciences (MSc)
|
118 |
Development of trust in leadership: Exploring a cognitive process modelWhitmore, Corrie Baird 30 May 2007 (has links)
This thesis explored the cognitive, character-inference process that Dirks & Skarlicki (2004) assert contributes to trust development. Self-reported transformational leadership, leader integrity, organizational justice, and leader prototypicality correlated positively with cognitive trust in this sample of 81 student employees (63% female, mean age 20.5) of a large southeastern university. Leader prototypicality, a cognitive evaluation process, partially mediated the relationship between leader integrity and trust. This study's prime contribution was the longitudinal, empirical test of a model of trust development in interdependent leader-follower dyads. Future research may explore other antecedents of trust, assess how the cognitive process of trust development occurs, or investigate the relationship-based social exchange mechanism Dirks and Skarlicki (2004) suggest contributes to the development of affective trust. / Master of Science
|
119 |
PERCEPÇÃO DE JUSTIÇA E COMPROMETIMENTO ORGANIZACIONAL EM SERVIDORES PÚBLICOSPrestes, Ludimila Ines Nunes 11 February 2011 (has links)
Made available in DSpace on 2016-07-27T14:19:50Z (GMT). No. of bitstreams: 1
Ludimila Ines Nunes Prestes.pdf: 1477360 bytes, checksum: af8bba49b810f73ef6ab8ef8dbdcd6f3 (MD5)
Previous issue date: 2011-02-11 / This study aimed to investigate the relationship between the perceived fairness and
the organizational commitment of public workers of the State of Tocantins. Thus, we
have defined ten research hypotheses. The study had 240 participants who were
public workers in the health field for the State of Tocantins. All of the participants
completed the Perception Scale of Justice of Colquitt (2001) and the Organizational
Commitment Scale of Meyer and Allen (1997), both validated for the Brazilian
population and with great internal consistency. It was also added a questionnaire for
socio- demographic variables. The instruments were completed electronically
through the research website. The data was analyzed in two steps: first, it was made
an analysis of variance (Test t and ANOVA with Scheffé) between the sociodemographic
variables and the perceived fairness and organizational commitment.
Secondly, we analyzed the multiple regressions (stepwise) to verify the predictive
power of socio-demographic variables on the perception of fairness and commitment,
as well as the perception of fairness on the compromised workers. In summary, the
results of the statistical differences show that there is no significant difference
between the perception of justice and the commitment in relation to the occupation of
leadership positions or commissioned basis, the affective commitment and
perceptions of interpersonal justice had larger averages than the other dimensions;
workers with higher levels of education also had a higher average of normative
commitment; the increase in education with a decrease in the mean perceptions of
distributive justice; the highest levels of affective commitment was identified between
older workers; the highest average of affective commitment was between the workers
that had more time together; the highest levels of perceived distributive justice
ranked among the workers that were no longer in the organization, while the lowest
average was shown in the groups that had the highest incomes. The results of the
regression analysis showed that: the perception of justice (interpersonal, distributive
and procedural) positively influences the commitment (affective and normative) of the
workers in Tocantins. The results indicate that the practice of management positions
and functions commissioned are strong predictors of procedural perceptions injustice
and informational. In order for the managers of the health field in Tocantins to count
on a table of workers with more committed to the organization, some suggestions are
provided based on the results of this research. / O presente estudo teve como objetivo investigar as relações entre a percepção de
justiça organizacional e o comprometimento dos servidores públicos do Estado do
Tocantins. Para tanto, foram definidas dez hipóteses de pesquisa. Fizeram parte do
estudo 240 servidores públicos tocantinenses da área da saúde. Todos
responderam a Escala de Percepção de Justiça de Colquitt (2001) e a Escala de
Comprometimento Organizacional de Meyer e Allen (1997), ambas validadas para a
população brasileira e com bons índices de consistência interna. Também foi
acrescentado um questionário para as variáveis sociodemográficas. Os instrumentos
foram respondidos eletronicamente, através do site da pesquisa. Os dados foram
analisados em duas etapas. Na primeira, foi feita análise de variância (teste t e
ANOVA com scheffé) entre as variáveis sociodemográficas e a percepção de justiça
e o comprometimento organizacional. Na segunda, foram analisadas as regressões
múltiplas (stepwise), para verificar o poder preditivo das variáveis sociodemográficas
sobre a percepção de justiça e o comprometimento, bem como, da percepção de
justiça sobre o comprometimento dos servidores. Em síntese, os resultados das
diferenças estatísticas demonstram que: não há diferença significativa para a
percepção de justiça e o comprometimento em relação à ocupação de cargo de
chefia ou função comissionada; o comprometimento afetivo e a percepção de justiça
interpessoal demonstraram maiores médias que as demais dimensões; os
servidores com maiores níveis de escolaridade apresentaram também maiores
médias de comprometimento normativo; o aumento da escolaridade com uma
diminuição das médias de percepção de justiça distributiva; as maiores médias de
comprometimento afetivo foram identificadas entre os servidores que apresentaram
idades mais avançadas; as maiores médias de comprometimento afetivo situavam
entre os servidores que possuíam mais tempo de vínculo; as maiores médias de
percepção de justiça distributiva situaram entre os servidores que estavam há mais
tempo na organização, ao passo que as menores médias situaram nos grupos que
possuíam maiores rendas. Os resultados das análises de regressão apontaram que:
a percepção de justiça (interpessoal, distributiva e processual) influencia
positivamente o comprometimento (afetivo e normativo) dos servidores
tocantinenses. Os resultados indicam que a prática dos cargos de chefia e as
funções comissionadas são fortes preditores da percepção de injustiça processual e
informacional. Para que os gestores da saúde do Tocantins contem com um quadro
de servidores mais comprometidos com a organização, são fornecidas algumas
sugestões baseadas nos resultados da presente pesquisa.
|
120 |
Qualidade de vida no trabalho: proposta de um modelo integrador do BPSO com justiça organizacional para o bem-estar de servidores públicos / Quality at Work Life: proposal of an integrator model of BPSO with organizational justice for the well-being of public servantsAndrade, Sandra Mara de 28 March 2016 (has links)
A Gestão da Qualidade de Vida no Trabalho - QVT, pode proporcionar benefícios importantes nas organizações como o aumento da produtividade e a melhoria do bem-estar dos trabalhadores. Evidências empíricas sugerem um interesse crescente em pesquisas que buscam estabelecer relações entre qualidade de vida no trabalho (QVT) e justiça organizacional, sendo assim este estudo teve como objetivo analisar a relação entre o os aspectos modelo BPSO (LIMONGI-FRANÇA, 1996), Justiça Organizacional e Bem-Estar, para a construção de um modelo integrado de Gestão de Qualidade de Vida no Trabalho no contexto do Serviço Público. A presente pesquisa caracteriza-se quanto aos seus diferentes aspectos como um estudo de campo, quantitativo descritivo. A coleta de dados se deu por meio de pesquisa survey com os servidores públicos de uma prefeitura no interior do Paraná. Os dados foram tratados a partir de analises estatísticas univariadas e multivariadas, o modelo foi analisado por meio da modelagem e equações estruturais. Os resultados do modelo sugerem que Justiça organizacional é um antecedente do modelo BPSO-1996 e que os aspectos biológicos e sociais não apresentam relação estatística significativa com bem-estar no serviço público. Os aspectos sociais foram os que apresentaram os piores índices de satisfação na percepção dos indivíduos pesquisados. As análises empreendidas em torno das relações entre as dimensões do modelo e dos aspectos demográficos dos respondentes, permitiram identificar que renda, escolaridade e o fato de acreditar que a pesquisa pode ser utilizada para ações de qualidade de vida na instituição apresentaram diferenças significativas de percepção em relação aos constructos do modelo, mas idade e estado civil, tempo de instituição e dependentes, não apresentaram diferença significativa em relação à nenhumas das dimensões. / Life Quality Management at Work can provide important benefits in organizations, such as the productivity raise and the improvement of the workers well-being. Empirical evidences suggest an increasing interest in researches that seek to establish relationships between Quality at Work Life and Organizational Justice. Therefore, this study had as an objective to analyze the relationship between the aspects of the BPSO model (LIMONGI-FRANÇA, 1996), Organizational Justice and Well-Being, for the construction of an integrated model of Life Quality Management at Work in the Public Service context. The present research is characterized by its different aspects as a field study, quantitative descriptive. The data collection was made by a survey with the public servants of a city hall in the interior of Paraná. Data were treated by univariate and multivariate statistical analysis and the model was analyzed by means of a modeling of structural equations. The results of the model suggest that the Organizational Justice precedes the BPSO-1996 model and the biological and social aspects do not present a statistical significant relationship with the well-being in the public service. Social aspects presented the worst indexes of satisfaction in the perception of the researched individuals. The analyzes undertaken around the relationships between the dimensions of the model and the demographic aspects of the respondents allowed to identify that income, schooling and the belief that the research can be used for life quality actions in the institution presented significant differences of perception in regard to the constructs of the model, but age and marital status, institution time and dependents, did not present any significant difference regarding any of the dimensions.
|
Page generated in 0.1279 seconds