Job Satisfaction Measure

Yang, Jixia; Mossholder, Kevin W.; Peng, Tai-Kuang

doi:10.1037/t11468-000

Cited by 2 publications

(2 citation statements)

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“…As the meta-analysis of Colquitt and al. (2001) exemplifies, procedural justice is positively linked to organizational commitment, a conclusion that is also supported on an international level (Cheng, 2014;Yang, Peng, & Mossholder, 2004). However when it comes to the relation between the dimensions of the two constructs (procedural justice, distributive justice interactional justice, affective commitment, normative commitment and continuance commitment), things get more complicated.…”

Section: Theoretical Frameworkmentioning

confidence: 90%

Organizational Commitment, Organizational Justice and Work Satisfaction: A Comprehensive Model in a Romanian Organizational Setting

2018

RJAP

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Our paper investigates the way in which the different dimensions of organizational justice and organizational commitment are mediated by work satisfaction. The rationale of the study is two folded. First, in our opinion there is a gap in scientific literature when it comes to studies that explore the way in which the dimensions of organizational justice and organizational commitment interact, most researches treating commitment as an aggregate concept. Second, even thou the interaction between organizational justice, job satisfaction and organizational commitment is well documented, studies that consider job satisfaction a mediator rather than an outcome variable are few even, if these few provide strong evidence regarding the value of job satisfaction as a mediator. Our research was done two Romanian manufacturing organization, in Harghita and Brașov Counties (N = 676) and the collected data was interpreted using exploratory factor analysis and structural equation modeling. The obtained model not only further enforces existing body of knowledge regarding the strong relation between organizational justice and commitment but also proposes a way in which the dimensions of these two concepts relate to each other, relation that is mediated by job satisfaction. Our proposed model shows that three of the four dimensions of organizational justice (procedural, distributive, interactional justice) are mediated by job satisfaction (distributive justice) and one is partially mediated (procedural).

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Section: Theoretical Frameworkmentioning

confidence: 90%

Organizational Commitment, Organizational Justice and Work Satisfaction: A Comprehensive Model in a Romanian Organizational Setting

2018

RJAP

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“…A survey of employees at Taiwanese manufacturing and service companies found precisely this result. 49 Translated into the terminology used in business and management, work team members reported on their perceptions of the "procedural justice climate" within their groups. Each employee's justice ratings, along with those of his or her closest workmates, predicted employees' commitment to the larger organization and their "organizational citizenship behavior"-employee actions taken for the good of the organization without any expectation of reward.…”

Section: How Teams Reshape Organizationsmentioning

confidence: 99%

Wiring Groups into Organizations and Society

2010

The Group in Society

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W e have groups to thank for civilization. Had we never found our way to living together in small clans and bands, we would never have grown into communities, towns, and cities. We would never have developed complex language and culture. That means no Jane Austen, no Wizard of Oz, no Aretha Franklin, no New York Yankees. 1 Linnda Caporael, a professor of science and technology, has drawn on research in paleontology, anthropology, and psychology to account for the development of groups and social life in early human history. Writing with a team of colleagues, she lays out the basic logic of how groups shaped our evolution: Natural selection is a process that adapts organisms to their environments. For group living to evolve, the advantages would have to outweigh the disadvantages. Basically, individuals who grouped would have more offspring compared to individuals who lived solitary lives. 2 Caporael points out that grouping together has inherent disadvantages: "Parasites and disease spread more easily in groups than among solitary critters" and groups always face the problem of "free riders" who draw energy and resources from the group but give little in return. For humans, as for other creatures from crows to coyotes, however, the benefits of group living outweighed the drawbacks. Groups Process Output Input Group process immediately resets input variables (e.g., attitudes, roles) Credit: Public domain. Outdoor Adventure Challenge Course high ropes element at the University of Central Florida.

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Job Satisfaction Measure

Cited by 2 publications

References 0 publications

Organizational Commitment, Organizational Justice and Work Satisfaction: A Comprehensive Model in a Romanian Organizational Setting

Organizational Commitment, Organizational Justice and Work Satisfaction: A Comprehensive Model in a Romanian Organizational Setting

Wiring Groups into Organizations and Society

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