The influence of organisational justice on Perceived Organisational Support in a university recreational sports setting

Jordan, Jeremy S.; Turner, Brian; Pack, Simon M.

doi:10.1504/ijsmm.2009.026759

Cited by 11 publications

(6 citation statements)

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“…Similarly, Rocha and Chelladurai (2011) found that POS predicted greater affective commitment among university coaches in the US. More indirectly, research has linked fair and just treatment within sport organizations to positive outcomes such as retention and satisfaction (Mahony et al, 2010), and fair treatment is related to greater POS among employees in sport organizations (Jordan, Turner and Pack, 2009). More indirectly, research has linked fair and just treatment within sport organizations to positive outcomes such as retention and satisfaction (Mahony et al, 2010), and fair treatment is related to greater POS among employees in sport organizations (Jordan, Turner and Pack, 2009).…”

Section: Theoretical Rationale: Organizational Support and Social Idementioning

confidence: 99%

Perceived Support and Women's Intentions to Stay at a Sport Organization

Spoor

Hoye

2013

British J of Management

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Women remain underrepresented in upper management within sport organizations and more broadly. This research examines organizational factors that may affect women's (and men's) likelihood of remaining with their sport organization, which would presumably affect their willingness and ability to step into leadership roles. The research examines the effects of equity human resource management practices, top management support for gender equity and gender-related barriers on organizational commitment and intent to stay with their sport organization, as well as whether changes in perceived organizational support would mediate the relationships. Results from a survey of current employees in Australian sport organizations generally support the hypotheses. Perceived top management support for gender equity is a strong and consistent predictor of outcomes, and the effect is mediated by perceived organizational support. Implications for top management's role in implementing gender equity practices are discussed.

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Section: Theoretical Rationale: Organizational Support and Social Idementioning

confidence: 99%

Perceived Support and Women's Intentions to Stay at a Sport Organization

Spoor

Hoye

2013

British J of Management

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“…In the event of disregarding the challenges mentioned above, managers must take into account the emergence of various types of problems, such as, for example, suspension of efforts of team members or withdrawal from the team, deterioration of communication or division (s) of the team (Jordan et al, 2004;Kang et al, 2012).…”

Section: Discussionmentioning

confidence: 99%

Untitled

2024

SPSUTOM

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The objective of the argument in this paper is to attempt at answering the question whether learning and knowledge exchange are the key factors determining online work preferences for Generation Z employees. Design/methodology/approach: The essence of knowledge management is that all knowledge, both explicit and tacit, accumulated by an organization becomes easily accessible to each of its members. This is important for decision-making processes and allows the organization to become more agile. Knowledge management is most often associated with modern information technologies. Thanks to them, streams of various data can be processed and analyzed in many different ways. However, in the literature there is an increasingly common attitude that more attention should be paid not only to the technological but also to the human aspect of knowledge management. The processes of knowledge exchange among employees have been subject to extensive research and studies, yet the recent years have added another thread to the discussion about the matter, i.e. a significant proportion of employees switching to the online work model. Based on the findings of the studies conducted on a group of employees representing Generation Z, the Principal Component Analysis (PCA) technique was applied to organize the factors with the highest relevance for the respondents in online work. Findings: PCA demonstrated that the components recognized as most important were those relating to knowledge transfer and their impact on employee efficiency, and on the other hand employee relations as a factor that supports the learning processes. Research limitations/implications: In order to dwell upon the underlying causes of this situation, it should be recommended to proceed with further in-depth qualitative research. Practical implications: What the research communicates to the organization is that although Generation Z members are aware of the significance of the knowledge transfer and learning processes and they understand the role of peer relations in these processes, they are unable to overcome the social barriers created by the online working system due to lack of appropriate skills. Originality/value: The paper reveals new aspects that play crucial role in shaping Generation Z attitude to online work from one side. On the other hand it also helps to design synthetic tool researching this area in the future.

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“…18,42,43 Considering the impact of team cohesion and social laziness on sports performance, coach justice perceived by the athletes plays an important role in optimizing athletes' team performance. 44,45 A recent study by De Backer et al 46 showed a positive relationship between the perception of coach support for athletes' autonomy and perceived justice. In the same line, Soto et al 47 identified that the decline in the perception of justice from coaches negatively affected the athlete's satisfaction with competence.…”

Section: Perceived Authentic Leadership and Justice As Mediating Vari...mentioning

confidence: 99%

Coach competence, justice, and authentic leadership: An athlete satisfaction model

Soto-García

Reynoso-Sánchez

García-Herrero

et al. 2022

International Journal of Sports Science & Coaching

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This study analyzed the relationship between athletes' perception of coach competence and their satisfaction, mediated by the influence of authentic leadership and perceived justice in team sports players. A cross-sectional study carried out with 115 (49.6% women and 50.4% men; 17.96 ± 2.85 years old; 8.18 ± 4.67 years of experience), soccer (53.9%), and handball (46.1%) players, all members of performance teams. The player's perception of coach competency, authentic leadership, justice, and satisfaction with the coach was measured. Correlation between variables and comparison throughout gender, sport, and experience were analyzed. Also, a multiple sequential mediation model was tested (coach competence → authentic leadership → coach justice → satisfaction with the coach, 95% CI 10,000 bootstrapping). There was a significant relationship ( p < 0.05) between all the variables, differences in the perception of satisfaction with the coach based on sport, and the perception of coach justice related to the years of experience in the sport. The multiple sequential mediation model (ɖ21 = 0.468; p < 0.001; IE = 0.098; CI = 0.020; 0.183), and the total indirect effect (IE = 0.310; CI = 0.138; 0.479) were significant. In conclusion, the results suggest that athletes emphasize that if the coach is competent and promotes justice to achieve the athlete's satisfaction without neglecting the influence of their authentic leadership style, this can strengthen their relationship and satisfaction with the coach.

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The influence of organisational justice on Perceived Organisational Support in a university recreational sports setting

Cited by 11 publications

References 0 publications

Perceived Support and Women's Intentions to Stay at a Sport Organization

Perceived Support and Women's Intentions to Stay at a Sport Organization

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Coach competence, justice, and authentic leadership: An athlete satisfaction model

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