Pengaruh Keadilan Organisasional Terhadap Kepuasan Kerja Dan Komitmen Organisasional Polícia Nacional De Timor-Leste (Pntl)

Abstract

The term of organizational justice used in this study was the degree to which organization member perceived about the overall organizational procedures, rules, and policies which are connected to their job. The aim of this study was to explore the quality, strength, and significance of the relationship between three types of organizational justices (procedural, distributive and interactional) to job satisfaction and organizational commitment. The study would investigate the relationship between organization chief agent in the Polícia Nacional De Timor-Leste (PNTL). Data was collected through questionnaire and the data which had been collected and be analyzed using descriptive and path analysis. The results showed that the perception of chief agent member in the PNTL about organizational justice had a positive significan effect on their job satisfaction. This research also found that the job satisfaction of chief agent member had a positive significan effect on organizational commitment in the Polícia Nacional De Timor-Leste (PNTL).

Improving Organizational Citizenship Behavior Through Organizational Justice and Job Satisfaction

“…It means that organizational justice, including giving rewards to employees based on their contributions, providing equal work facilities for employees' working needs, distributing equal budgets for activity units, and sharing relevant information between leaders and employees, will directly affect employees' job satisfaction. It is in line with several studies (Abbasi et al, 2020;Hidayanti et al, 2020;Lesmana et al, 2020;Putri, 2017;Saldanha et al, 2019;Thawil, 2021;Yorulmaz & Karabacak, 2021) which significantly showed positive effects of organizational justice on job satisfaction. It is recommended that the Regional Finance Institution of Tanjung Jabung Timur Regency increase the opportunity for the employees' career development and improve supporting facilities for office work to increase the employees' job satisfaction.…”

“…It consists of satisfaction with work, salary, leadership, co-workers, and promotion opportunities. Previous studies explain the direct effect of organizational justice on job satisfaction is positive and significant (Hidayanti et al, 2020;Saldanha et al, 2019;Yorulmaz & Karabacak, 2021). This means that if employees feel high organizational justice, it will increase job satisfaction.…”

Pengaruh Keadilan Distributif, Keadilan Prosedural, dan Keadilan Interaksional Terhadap Kepuasan Kerja Pegawai Di PT PLN (Persero) UP3 Yogyakarta

“…Prosedur yang adil mengacu proses yang digunakan saat membuat keputusan pembayaran. Proses ekuitas mempertimbangkan bagaimana keputusan kompensasi dibuat untk pegawai (Saldanha et al, 2019).…”

Pengaruh Keadilan Organisasional terhadap Komitmen Organisasi dengan Mediasi Kepuasan Kerja

“…Keadilan organisasi merupakan sejauh mana anggota organisasi merasakan tentang keseluruhan prosedur organisasi, aturan, dan kebijakan yang terhubung ke pekerjaan mereka (Saldanha, Supartha, & Riana, 2019). Keadilan organisasional adalah hasil persepsi subyektif individu atas perlakuan yang diterimanya di tempat kerja (Ihsan, dkk, 2019).…”