Perceptions of organizational justice, job satisfaction, and organizational commitment in intercollegiate athletics : a study of NCAA men's sport coaches.

Thorn, Dustin

doi:10.18297/etd/1440

Cited by 8 publications

(7 citation statements)

References 86 publications

(284 reference statements)

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“…These need-based sub-principles have recently been further examined in national sport governing bodies (Dittmore, Mahony, Andrew, & Hums, 2009) as well as intercollegiate athletics (Kim, Andrew, Mahony, & Hums, 2008; Patrick, Mahony, & Petrosko, 2008). While all of the studies mentioned above focused primarily on distributive justice, Kim and Andrew (2012) and Thorn (2010) were the first to examine other dimensions of organizational justice in intercollegiate athletics (procedural and interactional justice) in order to fully understand the perceptions of fairness regarding resource allocation of the athletic department.…”

Section: Organizational Justice Research In a Sport Settingmentioning

confidence: 99%

“…Even though these prior studies provided great insight into understanding resource allocations in a sport context, particularly in intercollegiate athletics, there are several limitations to be addressed. First, all of the works, with the exception of two studies (Thorn, 2010; Kim & Andrew, 2012), have solely centered on one dimension of organizational justice, distributive justice. Understanding other dimensions of organizational justice helps sport practitioners to better and more fully explain the perceptions of fairness regarding resource allocation.…”

Section: Organizational Justice Research In a Sport Settingmentioning

confidence: 99%

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Organizational justice–affective commitment relationship in a team sport setting: The moderating effect of group cohesion

2015

Journal of Management & Organization

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Using organizational justice literature, the current study aimed to examine the relationship between three dimensions of organizational justice (distributive, procedural, interactional justice) and affective commitment, and to explore the moderating effect of group cohesion on the relationship between the three dimensions of justice and affective commitment in a collegiate team sport context. Data were collected from 253 college student-athletes of two Football Bowl Subdivision institutions in the Southeastern United States. Results of three hierarchical multiple regression analyses indicated that all three dimensions of justice were positively and significantly related to affective commitment. In regard to the moderating effect, group cohesion significantly moderated the distributive justice–affective commitment and the interactional–affective commitment relationships. Specifically, the two significant relationships were significantly stronger for student-athletes who reported high levels of group cohesion than their counterparts. Strategies by coaches to improve athletes’ perceptions of fairness and group cohesion and suggestions for future researches were discussed.

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Section: Organizational Justice Research In a Sport Settingmentioning

confidence: 99%

Section: Organizational Justice Research In a Sport Settingmentioning

confidence: 99%

Organizational justice–affective commitment relationship in a team sport setting: The moderating effect of group cohesion

2015

Journal of Management & Organization

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“…Equity theory suggests individuals who perceive their ratio of inputs to be lower than the outputs received will feel guilty. In contrast, workers who perceive their ratios of inputs to be higher than the outputs received will feel angry (Thorn, 2010). organization policies and the processes by which these policies are put into action (Greenberg & Colquitt, 2005).…”

Section: Introductionmentioning

confidence: 99%

“…He noticed that individual's assessment of interpersonal treatment was process focused, while the actual interaction was not a formal procedure. Bies and Moag (1986) explained that interactional treatment is conceptually different from the structuring of procedures, and can therefore be separated as unique dimension of organizational justice (Thorn, 2010).…”

Section: Introductionmentioning

confidence: 99%

Relationship between Organizational Justice and Job Satisfaction as Perceived by Jordanian Physical Education Teachers

Altahayneh¹,

Khasawneh²,

Abedalhafiz³

2014

ASS

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This study aimed at exploring the relationship between organizational justice and job satisfaction as perceived by Jordanian physical education teachers. Participants consisted of 166 physical education teachers selected from public schools in Jordan. Organizational Justice Scale and Job in General Scale were used to collect the data. The findings revealed that the majority of physical education teachers were satisfied with their job in general and their perceptions about organizational justice were positive. Furthermore, the findings showed a positive and significant relationship between all dimensions of organizational justice and teachers' job satisfaction. Interactional justice was the best predictor of teachers' job satisfaction followed by procedural justice and distributive justice respectively. The full prediction model explained 19% of the variance in job satisfaction of physical education teachers in Jordan.

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“…Interactive Justice, the third facet is introduced by Bies and Moag (1986) concerned with the employees' treatment by decision-makers such as the kind of relation between manager and employees (Colquitt & Greenberg, 2005). Bies and Moag (1986) argued that interactive justice can be treated as a separate aspect of organizational justice as the concept of interaction is totally changed from the structure of the procedure (Thorn, 2010). The concern of the last and fourth facet informational justice is truthfulness of information which is provided by the employers to their employees (Greenberg, 1990).…”

Section: Introductionmentioning

confidence: 99%

Organizational Justice and its Impact on Job Satisfaction in Public Sector Universities of Afghanistan

2019

Addaiyan J. Arts. Humanity. Soc. Sci.

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The purpose of the present research is to examine the impact oforganizational justice on university lecturers’ job satisfaction. Total 240faculty members were selected as a sample from the four publicuniversities (one from each zone) of Afghanistan. Job satisfaction Scaleand Organizational Justice Scale were used for data collection purposes.The result of the study indicated that majority of the respondents weresatisfied from their respective jobs. Additionally, the findings of the studyreveal that the three facets of organizational justice (distributive justice,interactive justice and informational justice) were the best predictors ofemployees’ job satisfaction whereas the fourth facet procedural justicebeing insignificant is turned down. Overall, the regression modelexplained 29.3% variation in job satisfaction of university employees.

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Perceptions of organizational justice, job satisfaction, and organizational commitment in intercollegiate athletics : a study of NCAA men's sport coaches.

Cited by 8 publications

References 86 publications

Organizational justice–affective commitment relationship in a team sport setting: The moderating effect of group cohesion

Organizational justice–affective commitment relationship in a team sport setting: The moderating effect of group cohesion

Relationship between Organizational Justice and Job Satisfaction as Perceived by Jordanian Physical Education Teachers

Organizational Justice and its Impact on Job Satisfaction in Public Sector Universities of Afghanistan

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