The influence of procedure justice on work engagement: The mediating role of organizational commitment

Li, Shumin; Li, Xupei; Shi, Kun

doi:10.1109/sws.2010.5607371

Cited by 7 publications

(6 citation statements)

References 10 publications

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“…Third, PJ significantly predicted employees' OC (β = .32, t value = 6.15). This result is consistent with S. Li et al (2010) and Loi et al (2006). Fourth, the effect of TL on OC, controlling for the effect of PJ, was significant (β = .08, t value = 3.45).…”

Section: Discussionsupporting

confidence: 87%

Moderated Mediation Between Transformational Leadership and Organizational Commitment: The Role of Procedural Justice and Career Growth Opportunities

et al. 2020

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This study examined a moderated mediation model to explain how the indirect effect of transformational leadership (TL) on employees’ organizational commitment (OC) via procedural justice (PJ) is moderated by career growth opportunities (CGOs) in organizations. Data were gathered from 265 college faculty members. The results indicate that PJ serves as mediator between TL and OC, and this mediation process is affected by career growth. This research contributes to the leadership, human resource management, and organizational psychology literature by explaining how CGOs may affect the mediating process of PJ through which the relationship between TL and OC is determined. Organizational leaders can take insights from the findings of this study to increase their employees’ OC. Theoretical implications and future research directions have been discussed.

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Section: Discussionsupporting

confidence: 87%

Moderated Mediation Between Transformational Leadership and Organizational Commitment: The Role of Procedural Justice and Career Growth Opportunities

et al. 2020

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“…The findings confirmed the hypothesis which means that the higher teachers are committed to their school the higher they will be engaged to their work. The studies conducted on teachers ( Çağrı San and Tok, 2017 ; Pieters and Auanga, 2018 ) and other samples such as banking employees ( Adi and Fithriana, 2020 ), private and public sector employees ( Agyemang and Ofei, 2013 ), undergraduate students ( Babcock-Roberson and Strickland, 2010 ), airline companies ( Li et al, 2010 ), National Revenue Administration employees ( Peplińska et al, 2020 ), also put forward consistent findings with this study, while food processing plant employees ( Gota, 2017 ) has found that WE is negatively associated with affective commitment. Based on these findings, it can be said that this study contributed to the literature by proving that WE is up to OC.…”

Section: Resultsmentioning

confidence: 99%

The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

Sezen-Gultekin

Bayrakçı

Li̇mon³

2021

Front. Psychol.

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This study aims to investigate the mediating role of teachers’ organizational commitment (OC) on the relationship between their emotional labor (EL) and work engagement (WE). The study employed a cross-sectional design. The sample of the study consisted of the teachers working in Sakarya province of Turkey. They participated in the study voluntarily and responded scale items online. The findings showed that teachers’ perceptions of EL, OC and WE is relatively high. Also, there are statistically significant and positive correlations among variables. On the other hand, the findings confirmed the hypotheses. Teachers’ EL predicts their OC and WE. Additionally, OC predicts WE and plays a mediating role on the relationship between EL and WE. Based on the findings some suggestions were made.

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“…Work engagement is measured by an index of four items that capture three dimensions—vigor, dedication, and absorption—of work engagement (Schaufeli et al, 2002). Although many different versions of work engagement measures exist, these dimensions are widely used in recent engagement literature (e.g., Li, Li, & Shi, 2010; Strom, Sears, & Kelly, 2013). 6 Two items measure vigor dimension of engagement: (a) “I feel I can make a difference by working here” and (b) “I am focused on serving the public with integrity.” One item taps dedication dimension of work engagement: “I am proud to work here.” And the fourth item reflects the final dimension, absorption , of work engagement: “I am fully engaged in my job.” These items are strong on face validity.…”

Section: Methodsmentioning

confidence: 99%

Understanding Employee Engagement in the Public Sector: The Role of Immediate Supervisor, Perceived Organizational Support, and Learning Opportunities

Jin

McDonald

2016

The American Review of Public Administration

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Supervisor support is often argued to be a meaningful predictor of employee engagement; however, existing research has yet to fully support this hypothesis. Drawing from the research on social exchange theory, organizational support theory, and job characteristics model, this study investigates the mediating role of perceived organizational support in the link between supervisor support and employee engagement. How this mediating effect might be moderated by learning opportunities in the job is also considered. Data from a sample of 1,251 employees from state and local government agencies show that supervisor support affects employee engagement both directly and indirectly through its influence on perceived organizational support. In turn, this influences the variance in employee engagement. Results further show that the path linking supervisor support to organizational support is moderated by learning opportunities, such that the positive relationships become invigorated among individuals who reported having opportunities to learn and grow in their job.

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The influence of procedure justice on work engagement: The mediating role of organizational commitment

Cited by 7 publications

References 10 publications

Moderated Mediation Between Transformational Leadership and Organizational Commitment: The Role of Procedural Justice and Career Growth Opportunities

Moderated Mediation Between Transformational Leadership and Organizational Commitment: The Role of Procedural Justice and Career Growth Opportunities

The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

Understanding Employee Engagement in the Public Sector: The Role of Immediate Supervisor, Perceived Organizational Support, and Learning Opportunities

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