The Relationship between Work Engagement and Perceived Organizational Justice

Abstract

This study aims at exploring the relationship between teachers' organizational justice and work engagement level and reveal whether teachers' perception of organizational justice and work engagement differs across various demographic characteristics. The study utilized the survey design, one of the quantitative research methods. The research population consists of teachers working at primary, secondary and high schools located within the central districts of Kahramanmaraş. The sample is composed of 476 teachers. The data were analyzed by t-test, ANOVA, correlation and regression analyses. Research results have revealed that teachers' views on organizational justice and work engagement are at a high level. Besides, teachers' views on organizational justice and work engagement significantly differ across their branches and school types. A significant, positive and medium level of relationship has been identified across teachers' organizational justice and work engagement levels. It has also been found that organizational justice is a significant predictor of work engagement.

Cultivating Employee Engagement in Organizations: Development of a Conceptual Framework

“…On more than one occasion, researchers explored the relationship between the two constructs. Some researchers positively associate employee engagement to organizational climate as a direct relation (Geue, 2018), while others reveal that organizational climate affects employee engagement indirectly through other antecedents such as organizational leadership (Schein, 2004), organizational resources (Albrecht, Breidahl and Marty, 2018), or even perceived organizational support (Köse, 2016). Employees are more likely to engage and produce positive outcomes in a supportive environment, as a positive organizational climate preserves employee motivation and maintains high performance (Miller, 2002).…”

Öğretmenlerin Kendini İşe Verememe Nedenleri Üzerine Fenomenolojik Bir Çözümleme

“…Öğretmenlerin kendini işe verememe nedenlerinin önemli bir kısmının örgütsel nedenlerden kaynaklandığı ifade edilebilir. Kendini işe vermeyle ilgili yapılan araştırmalar lider-üye etkileşiminin (Gürler, 2018;Gürbüz, 2015;Kavgacı, 2014;Runhaar, Konermann ve Sanders, 2013), okul ikliminin (İnanır, 2020), örgütsel destek algısının (Köse, 2016;Meriç, Öztürk Çiftci ve Yurtal, 2019) ve örgüt ikliminin (Köse, 2016), örgütsel adaletin (Akdeniz, 2018;Köse ve Uzun, 2018), etik liderlik algısının (Eser, 2018) ve kurumsal desteğin (Oymak, 2015) kendini işe verme üzerinde etkilerinin olduğunu göstermektedir. Ayrıca veli desteğinin de öğretmenlerin kendini işe vermeleri üzerinde önemli bir değişken olduğu sonucu ortaya konulmuştur (Oymak, 2015).…”

The Work Engagement ditinjau dari Organizational Climate pada Karyawan

“…Work engagement dapat dihubungkan Organizational Climate (Kose 2016). Pendapat tersebut juga didukung oleh Sarlak (2013) yang menyatakan bahwa Organizational Climate dapat memengaruhi tingkat work engagement seseorang.…”