La justice, l’aspiration à la justice sont omniprésentes pour chaque individu dans la vie sociale. Dans nos sociétés, la justice a un statut dépassant les autres normes et valeurs. Le sujet de la justice doit être vu comme un élément central dans les vies personnelles et dans les relations interpersonnelles. De la sorte, la justice, la perception de la justice sont des préoccupations récurrentes de la vie sociale. On peut estimer qu’un des espaces majeurs d’interactions de la vie sociale est constitué aujourd’hui par le monde du travail et que les questions et préoccupations de justices y sont forcément présentes. La just world theory met en évidence un besoin chez chaque personne de croire que le monde est juste, c'est-à-dire qu’il est un espace dans lequel on mérite ce que l’on a et on a ce que l’on mérite. Cette croyance possède des effets adaptatifs importants. De ce fait, il est difficile pour les individus de l’abandonner et de faire l’expérience de preuves qu’après tout le monde n’est pas aussi juste et ordonné qu’attendu. Un certain nombre de stratégies cognitives sont associées au maintien de cette croyance. Par ailleurs, les recherches issues de ce courant théorique ont montré que la croyance en un monde juste soutenait la santé mentale et le bien-être.Dans le cadre de cette recherche, nous avons cherché à vérifier si la croyance en un monde juste s’exprimait dans le monde du travail et si elle pouvait jouer un rôle dans le maintien de la santé au travail du fait de potentielles relations entre sentiment de justice au travail et santé au travail. Nos résultats montrent, en premier lieu que, d’un point de vue implicite, les individus témoignent d’associations entre travail et mérite et travail et justice. Ces éléments constituent des préconditions pour que la croyance en un monde juste puisse exister en environnement professionnel. En second lieu, nous identifions un certain nombre d’indicateurs témoignant du fait que des situations d’injustice peuvent représenter une menace à l’égard de la croyance en un monde juste et que potentiellement certaines stratégies cognitives peuvent être mises en place pour contrer cette menace. Enfin, nous constatons des liaisons entre sentiment de justice au travail, indicateurs de mal-être et potentiels supports de santé. Tous ces éléments nous amènent à discuter l’impact de la croyance en un monde juste sur la santé au travail aussi bien que ces limites. Nous discutons également les modèles dominants d’analyse de la santé au travail et la nécessité de relier cette analyse aux questions de justice. / Justice, and the yearning for justice are present in everyone’s life. In our societies justice is one of the most highly respected notions. It has a special satus superseding all other norms and values. Justice is seen as a central factor of our personal life and interpersonal relationships. Hence, justice, and perceptions of justice are recurrent themes in everyday life. Today, one can consider that the workplace is a major area of social interactions and that justice is a common concern in this area. The “Just World Theory” focuses on the need to believe in a just world for everyone, that is to say a world where one can get what he deserves and deserves what he gets. This belief has important adaptative functions. Since the belief that the world is just serves such an important adaptive function for the individual, people are very reluctant to give up this belief, and they can be greatly troubled if they encounter evidence that suggests that the world is, after all, not really just or orderly. Some cognitive strategies are associated with the maintainance of this belief. Furthermore, research has shown that belief in a just world is an essential resource in everyday life and allows one to enjoy a better state of mental health and well-being. In the frame of this research we searched to verify if the belief in a just world is present in the work environment and if it participates in maintaining health at work as a result of links between justice at work and health at work. Our results show that implicitly, individuals associate work and merit and work and justice. These are preconditions for the belief in a just world. Second, we identify indicators that show that situations of injustice can threaten the belief in a just world. Potentially, some cognitive strategies can be implemented to counter this threat. Finally, we note links between justice feelings and indicators of malaise and supports of well-being.This bring us to discuss the impact of this belief in a just world on the health of workers just as well as the limits of this belief. We then discuss the dominant models of analysis of health at work and the need to link this analysis to questions of justice.

El objetivo del presente estudio fue realizar un análisis bibliométrico de las tesis de maestría del repositorio de la Universidad César Vallejo, para establecer información actual de los trabajos de investigación sobre justicia organizacional. Primero, se realizó una búsqueda de la variable justicia organizacional en el repositorio elegido, encontrándose un total de 15 trabajos de investigación, de los cuales 3 son tesis de maestría y están relacionados a estudios realizados en centros de salud, los que conformaron la muestra del estudio. Posteriormente, se realizaron los análisis de datos y metodologías utilizadas, y se desarrolló un análisis de la información obtenida. En los resultados se obtuvieron que la variable en este tipo de establecimientos no ha sido estudiada de manera recurrente, y que los encontrados, en su totalidad se realizaron en centros de salud ubicados en Lima. El cien por ciento de trabajos contienen resumen, abstract, palabras claves, introducción y objetivos. Se concluye que la bibliometría es una herramienta importante y útil para medir es resultado del ejercicio investigador, volviendo tangible la información de estudios previos con el fin de contribuir con el desarrollo y avance de la ciencia peruana. / The objective of the study was to carry out a bibliometric analysis of the master's theses from the repository of the César Vallejo University, to establish current information on the research work on organizational justice. First, a search was made for the variable organizational justice in the chosen repository, finding a total of 15 research papers, of which 3 are master's theses and related to studies carried out in health centers, which made up the sample of the study. Subsequently, the data analyzes and methodologies used were performed, and an analysis of the information obtained was developed. The results obtained that the variable in this type of establishments has not been studied recurrently, and that those found, most of them were carried out in health centers located in Lima. One hundred percent of works contain abstract, abstract, keywords, introduction and objectives. It is concluded that bibliometrics is an important and useful tool to measure the result of the research exercise, making information from previous studies tangible in order to contribute to the development and advancement of Peruvian science. / Trabajo de investigación

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Although suspected to be a widespread phenomenon, workplace favoritism is an under-researched area of study. Scholars have queried the effects of perceived favoritism on employee outcomes through only a handful of studies, and the majority of those studies have been conducted at private firms in Middle Eastern countries where tribalism (i.e., loyalty to one's family or social group) is conventional. Further, differences in conceptual definitions of favoritism and subsequent subdimensions have muddied the understanding of what elements are considered essential to each phenomenon. Finally, favoritism research lacks examinations of conditional indirect effects of favoritism on employee outcomes. Therefore, the purpose of this research is three-fold. The first aim is to develop a comprehensive, multidimensional measure of favoritism that will capture essential elements of the phenomenon that are specific to its subdimensions. Additionally, this study aims to increase our understanding of favoritism by examining the its indirect effects on job satisfaction, organizational commitment, counterproductive work behavior, and turnover intention through organizational justice, as well as explore differences in these effects among the supervisor's ingroup/outgroup members and among employees who vary in their perceptions of permeability to their supervisor's ingroup.

本研究旨在探討大學組織公平與行政人員組織公民行為之關係，並依據研究結果提出建議。首先，進行文獻探討，建立研究架構與工具。之後，以公立大學行政人員為研究對象，透過隨機抽樣進行問卷調查，總計有效樣本為 250 份，分別以描述統計、獨立樣本t檢定、Pearson積差相關分析、單因子變異數分析及多元迴歸分析等統計方法加以分析。依據研究結果分析，本研究主要發現如下： 一、目前大學行政人員對組織公平與組織公民行為之現況良好，在組織公平三個構面中，以「互動公平」平均數最高，「程序公平」最低。在組織公民行為三個構面中，以「利他人行為」平均數最高，「利組織行為」最低。 二、不同的現職服務學校年資、身分、職務、職等、學校規模及學校類別之行政人員對大學組織公平知覺有顯著差異。 三、不同年齡、現職學校服務年資、身分、職務及學校規模的行政人員之組織公民行為程度有顯著差異。 四、大學組織公平與行政人員組織公民行為具有高度相關，其中程序公平與整體組織公民行為、利組織行為呈現高度相關。 五、大學組織公平對行政人員組織公民行為具有預測力，其中以程序公平預測力最高，分配公平預測力最低。 最後，根據研究結果提出相關建議，提供大學組織與未來研究之參考。 / The purpose of this research is to investigate the relationship between the public university’s organizational justice and administrative staff’s organizational citizenship behavior . The research methods are literature review and questionnaire survey. The data was collected from 250 administrative staffs serving in public universities and was analyzed by descriptive statistics, t-test, one-way-ANOVA, correlation and multiple regressions. The conclusions are as follows: 1.The administrative staff’s perception toward university’s organizational justice and organizational citizenship behavior is positive. Among the three aspects of university’s organizational justice, the highest score appears in “interactional justice“ and the lowest in “procedure justice“. Among the three aspects of administrative staff’s organizational citizenship behavior, the highest score appears in “organizational citizenship behavior - individual” and the lowest in “organizational citizenship behavior - organization”. 2.Administrative staffs with different years of service, identity, position, grade, university size and university category show significant differences on university’s organizational justice. 3.Administrative staffs with different age, years of service, identity, position and university size show significant differences on administrative staff’s organizational citizenship behavior. 4.There are positive correlations between the university’s organizational justice and administrative staff’s organizational citizenship behavior. Wherein the procedure justice, overall organizational citizenship behavior and organizational citizenship behavior – organization presented highly correlated. 5.The university’s organizational justice is able to predict administrative staff’s organizational citizenship behavior. Wherein the procedure justice is highly coorelated to prediction and distributive justice has lower correlation. The findings and conclusions as above can be references provided to universities for strategic management. In addition, the major results of this research can be also provided as references for future research in this area.

L’objectif de ce mémoire est de comprendre l’impact de la justice organisationnelle sur l’engagement organisationnel des travailleurs du secteur des technologies de l’information et des communications (TIC). Afin d’étudier ce sujet, trois hypothèses de recherche ont été formulés à partir des théories suivantes : 1- la théorie des attentes d’Adams (1965), 2- la théorie de l’échange social de Blau (1964) et 3- la théorie de Leventhal (1980). La première hypothèse stipule que, toutes choses étant égales par ailleurs, la justice distributive fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La seconde hypothèse indique que toutes choses étant égales par ailleurs, la justice procédurale fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La dernière hypothèse énonce que toutes choses étant égales par ailleurs, la justice procédurale a un impact plus important sur l’engagement affectif des travailleurs du secteur des TIC que la justice distributive. Les données utilisées proviennent d’une enquête par questionnaires électroniques auprès de l’ensemble des nouveaux employés d’une entreprise d’envergure internationale du secteur des TIC ayant un établissement à Montréal. Les employés ont été sondés à trois reprises. Les résultats indiquent que la justice distributive fait augmenter l’engagement affectif auprès des travailleurs, ce qui appuie la première hypothèse. Ils démontrent également qu’il n’existe aucune relation statistiquement significative entre la justice procédurale et l’engagement affectif. Seule la justice distributive a un effet sur l’engagement affectif du travailleur. Les résultats montrent l’existence de relations significatives et positives entre trois des variables de contrôle et l’engagement affectif. Il s’agit de : 1- travail sous supervision, 2- soutien organisationnel perçu et 3- satisfaction intrinsèque. / The purpose of this thesis is to analyze the impact of organizational justice on the organizational commitment of workers in the Information Technology and Telecommunications (ITC) sectors. In order to investigate this subject, we have formulated three hypotheses based on the following three theories: 1- Adams’ theory of expectations (1965), 2- Blau’s social exchange theory (1964) and 3- Leventhal’s theory (1980). The first hypothesis states that distributive justice increases worker’s affective commitment. The second hypothesis stipulates that procedural justice increases worker’s affective commitment. The last hypothesis states that distributive justice has a stronger influence on worker’s affective commitment than procedural justice. In order to test our hypotheses, we used data from an electronic-questionnaire. This questionnaire was addressed to all new hires of a global company in the ITC sector based in Montreal. Employees were surveyed at three separate occasions. The findings of this study confirm one of the research hypotheses. Indeed, results show that distributive justice increases worker’s affective commitment. Results also demonstrate that there is no statistically significant relationship between procedural justice and affective commitment. Only distributive justice has an effect on workers’ affective commitment. Finally, results show the existence of a significant and positive relationship between three control variables and affective commitment. These are: 1- Supervised work experience, 2- Perceived organizational support and 3-Intrinsic satisfaction.

[pt] Este estudo teve como objetivo analisar a influência da liderança autêntica sobre a presença afetiva do líder e sobre a percepção de justiça organizacional. Examinou também o papel da presença afetiva positiva do líder e da percepção de justiça organizacional como mecanismos mediadores da relação entre liderança autêntica e satisfação no trabalho. É um estudo de natureza quantitativa, buscou explorar o modelo e analisar as hipóteses propostas. Foram realizadas regressões múltiplas utilizando-se as diferentes variáveis dependentes, objeto do estudo. A pesquisa foi realizada em uma sociedade de economia mista do setor bancário brasileiro e contou com uma amostra de 193 funcionários. Os resultados indicam que há uma relação direta entre a liderança autêntica e a presença afetiva do líder, assim como entre a liderança autêntica e a percepção de justiça organizacional. A relação direta entre a presença afetiva positiva do líder e a percepção de justiça organizacional também foi verificada. Além disso, foi observado que a presença afetiva positiva do líder e a percepção de justiça organizacional parecem ser caminhos relevantes por meio dos quais os líderes autênticos poderiam alcançar uma maior satisfação dos funcionários com o trabalho. Relações positivas entre a satisfação no trabalho e a intenção dos funcionários de permanecer na organização e na equipe na qual trabalham também foram encontradas. / [en] This study intended to analyze the influence of authentic leadership on leader s affective presence and on the perception of organizational justice. It has been also examined the role of leader s positive affective presence and the perception of organizational justice as mediating mechanisms of the relationship between authentic leadership and job satisfaction. It is a quantitative study and multiple regressions were performed considering different dependent variables to explore the model and analyze the proposed hypothesis. The survey was conducted in a state owned company of the Brazilian banking sector and had a sample of 193 employees. The results pointed out that there is a direct relationship between authentic leadership and leader affective presence, as well as between authentic leadership and the perception of organizational justice. The direct relationship between leader s positive affective presence and perception of organizational justice was also verified. In addition, it has been observed that leader s positive affective presence and perception of organizational justice seem to be relevant paths for authentic leaders to achieve a better level of job satisfaction. A positive relationship between job satisfaction and employees intention to stay working at the organization and in the same team have also been found.

Cette recherche s’inscrit dans la lignée des travaux de psychologie sociale du travail consacrés à la compréhension du comportement organisationnel des individus à travers le prisme de la justice et de la discrimination. Dans un premier temps, nous nous sommes intéressés aux pratiques organisationnelles inhérentes à la justice distributive. Dans un second temps, aux mécanismes psychosociaux individuels et inter-individuels engendrant de la discrimination. Enfin, aux environnements normatifs de travail orientés ou non vers la justice sociale.Dans une première étude, nous avons étudié l’influence respective de différents critères de justice organisationnelle susceptibles d’orienter les décisions de distribution de primes financières ; soit les critères d’égalité, de besoin des subordonnés, et, en termes d’équité, la performance individuelle, la performance collective et l’allégeance. Nous avons observé (sur N = 1135) que chacune des trois variables d’équité prime sur l’égalité et sur le besoin. Nos analyses ont également démontré l’existence d’effets d’interaction entre les divers critères de distribution.Nous avons ensuite examiné (par 7 études) la nature des relations entretenues par divers facteurs psychosociaux que sont l’Orientation à la Dominance Sociale (ODS), la Croyance en un Monde du Travail Juste (CMTJ), la norme d’Allégeance et la Propension à Discriminer (PAD). Nos résultats (sur (N = 975) nous ont permis d’observer leur influence mutuelle ainsi que de déterminer le rôle médiateur de l’Allégeance entre l’Egalitarisme et la PAD, celui de la CMTJ entre l’Egalitarisme et la PAD et entre l’Allégeance et l’ODS, mais également le rôle médiateur de l’ODS entre la CMTJ et la PAD.Enfin, au niveau de l’environnement de travail, il nous a semblé opportun d’évaluer le pouvoir exercé par l’environnement normatif sur les concepts précités. Nous avons, dans ce but, conceptualisé une Matrice Cognitivo-Comportementale de Perpétuation du Système (MCCPS) dont nous avons ensuite, dans une étude, testé la validité. Nos résultats (sur N = 457) démontrent que les salariés travaillant dans un environnement de type AH (i.e. accentuant la hiérarchisation sociale) adhérent davantage à la MCCPS que les salariés travaillant dans un environnement de type RH (i.e. réduisant la hiérarchisation sociale). / This research is in line with the studies of social psychology of work dedicated to the understanding of individuals' organizational behavior through the prism of justice and discrimination. In the first instance, we were interested in the organizational practices related to the distributive justice. In the second part, to the individual and interpersonal psychosocial mechanisms which generate discrimination. Finally, to the normative environments of work oriented or not towards the social justice.In the first study, we analyzed the respective influence of various criteria of organizational justice susceptible to direct the decisions regarding the distribution of financial bonus ; either the equality criteria, subordinates' needs, and, in terms of equity, the individual performance, the collective performance and the allegiance. We have observed (by N = 1135) that each of the three equity variables outweighs the equality and the need.Our analysis have also showed the existence of interaction effects between the various distribution criteria.Then, we examined (by 7 studies) the nature of the relationships maintained by various psychosocial factors that are the Social Dominance Orientation (SDO), the Belief in a Just World of Work (BJWW), the Allegiance norm and the propensity to discriminate (PTD). Our results (on (N = 975) have allowed us to observe their mutual influence and also to determinate the mediator role of the Allegiance between the Egalitarianism and the PTD, the one of BJWW between the Egalitarianism and the PTD and between the Allegiance and the SDO, and also the mediator role of the SDO between the BJWW and the PTD.Finally, regarding the work environment, it seemed appropriate to us to assess the power exercised by the normative environment on the concepts aforesaid. We have, for this purpose, conceptualized a Matrix Cognitive-Behavioural of the Perpetuation of the System (MCBPS) about which we then tested its validity in a study. Our results (on N=457) demonstrate that employees who work in a type AH environment (i.e. that accentuate the social hierarchy) adhere more to the MCBPS that the employees who work in a type RH environment (i.e. that decrease the social hierarchy).

This research addressed the influence employee age has on organizational justice perceptions (OJPs) and organizational citizenship behaviors (OCBs) through conscientiousness. Given the valuable contributions of older employees in the workforce, the aim of this study was to investigate the processes by which age affects justice perceptions, the expression of conscientiousness traits, and workplace behaviors. Additionally, a theoretical framework was provided where the conservation of resource, equity, fairness, socioemotional selectivity, and conscientiousness at work theorieshelp explain the linkages from the integrative model. A total of 179 MTurk workers participated in this study, which required participants to answer questions about their workplace perceptions and behaviors. The primary scales used in this study measuring OJPs, conscientiousness, and OCBs were obtained from previous studies that found these measures to be reliable and valid. Using those scales, three main hypotheses were tested: Hypothesis 1 predicted age would moderate the relationship between OJPs and OCBs; Hypotheses 2 predicted conscientiousness would mediate the relationship between OJPs and OCBs; and Hypothesis 3 predicted employee age (moderating variable) would interact with justice perceptions (independent variable) and predict organizational citizenship behaviors (dependent variable), through conscientiousness (mediating variable). Results suggested that age does not moderate the relationship between OJPs and OCBs; however, conscientiousness mediates the relationship between OJPs and OCBs; and employee age only moderates the mediating effects of conscientiousness in the relationship between distributive justice perceptions and OCBs. Overall, this research provides preliminary findings to a model that had never been researched before, provides theoretical and practical implications, as well as directions for future research.