Organizational Justice as an Antecedent of Job Performance

Nasurdin, Aizzat Mohd.; Khuan, Soon Lay

doi:10.22146/gamaijb.5593

Cited by 15 publications

(12 citation statements)

References 52 publications

(100 reference statements)

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“…With fair organizational justice, it can improve employee performance. The results of this study support the research conducted (Kristanto, 2015;Nasurdin and Khuan, 2007;Suliman and Kathairi, 2013).…”

Section: Effect Of Organizational Climate On Performancesupporting

confidence: 87%

“…Organizational justice can increase employee performance, because workers will work more with all their heart. The findings of previous studies indicate that organizational justice has a significant and positive effect on performance (Kristanto, 2015;Nasurdin and Khuan, 2007;Suliman and Kathairi, 2013). From the explanation above and supported by previous research, the following hypotheses can be formulated: Hypothesis 6 (H6): Organizational Justice has a positive effect on Performance.…”

Section: Effect Of Organizational Justice On Performancementioning

confidence: 76%

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Citizenship organizational behavior ability to increase the effect of organizational climate, work motivation, and organizational justice on employee performance

Purwantoro¹,

Bagyo²

2019

MEC-J

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<p>This research aim is to examine the effect of Organization Climate, Work Motivation and Organizational Justice on Employee Performance mediated by Organizational Citizenship Behavior (OCB). The population are 50 Ursa Mayora Consultants. The data is collected by questionnaires and analyzed by path analysis. The test results prove that Organizational Climate, Work Motivation and Organizational Justice significantly affect on Employee Performance with OCB as mediation variable at CV. Ursa Mayora Consultant.</p>

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Section: Effect Of Organizational Climate On Performancesupporting

confidence: 87%

Section: Effect Of Organizational Justice On Performancementioning

confidence: 76%

Citizenship organizational behavior ability to increase the effect of organizational climate, work motivation, and organizational justice on employee performance

Purwantoro¹,

Bagyo²

2019

MEC-J

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“…Hasil penelitian menyatakan bahwa keadilan organisasional mempunyai pengaruh yang positif terhadap komitmen organisasional (Pareke & Suryana, 2009;Jawad, Raja, Abraiz, & Tabassum, 2012;Yazicioglu & Topaloglu, 2009). Tidak hanya itu, keadilan organisasional juga ditemukan memberikan pengaruh positif terhadap kinerja (Nasurdin & Khuan, 2007;Suliman & Kathairi, 2013).…”

Section: Gambar 1 Perkembangan Permintaan Fiberglass DI Indonesia Peunclassified

Keadilan Organisasional, Komitmen Organisasional, Dan Kinerja Karyawan

Kristanto

2015

jmk

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AbstrakSumber daya manusia merupakan hal yang perlu diperhatikan dalam perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap kinerja karyawan dengan komitmen organisasional sebagai variabel intervening. Penelitian dilakukan di CV Tanaya Fiberglass, Surabaya, dengan sampel sebanyak 38 karyawan. Data dianalisis secara kuantitatif dengan analisis deskriptif dan analisis jalur. Hasil menunjukkan bahwa keadilan organisasional berpengaruh positif terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif terhadap kinerja karyawan dengan komitmen organisasional sebagai variabel intervening. Keadilan organisasional juga berpengaruh positif terhadap kinerja karyawan.

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“…Thus, providing an environment where employees can perform at a high level is important for attaining positive outcomes for the organization. Employee job performance can be dissected into two domains (Nasurdin & Khuan, 2007): task performance and contextual performance (so-called organizational citizenship behavior). Task performance is evaluated in terms of proficiency with which an individual carries out the tasks prescribed in his or her role descriptions (Griffin, Neal, & Parkter, 2007).…”

Section: Linking Trust To Job Performancementioning

confidence: 99%

Linking Organizational Justice to Job Performance: Evidence from the Restaurant Industry in East Asia

Lee

Kim

Son

et al. 2015

Asia Pacific Journal of Tourism Research

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This study examines the role of justice in a leader-subordinate dyadic relationship and the effect of the relationship quality on job performance in the restaurant industry. Based on the well-established framework of justice, the social exchange theory, and Confucian cultural background (collectivism) in East Asia, the study proposes and tests a model that attempts to understand a dynamic relationship among four dimensions of justice, two types of trust, and job performance. Using the data collected from restaurant employees in South Korea, the study finds that distributive justice and interactional justice are critical for nurturing an affect-based trust in East Asia.

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Organizational Justice as an Antecedent of Job Performance

Cited by 15 publications

References 52 publications

Citizenship organizational behavior ability to increase the effect of organizational climate, work motivation, and organizational justice on employee performance

Citizenship organizational behavior ability to increase the effect of organizational climate, work motivation, and organizational justice on employee performance

Keadilan Organisasional, Komitmen Organisasional, Dan Kinerja Karyawan

Linking Organizational Justice to Job Performance: Evidence from the Restaurant Industry in East Asia

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