The Role of Perceived Organizational Support to Increase Effect of Organizational Justice Dimension on Organizational Citizenship Behavior

Abstract

The purpose of this study to examine effect of three organizational justice's component to organizational citizenship behavior directly and indirectly through perceived organizational support. Object of this study are Lecturers in Private Universities in Denpasar Bali. This explanatory study used survey technique with data collected by distributing questionnaires to the all respondents. About 85 Lecturers in Private Universities in Denpasar Bali was taken as sample. PLS (Partial Least Square) method was used to analyze data and find out the relationship and path coefficients among the variables. Regarding all of hypotheses that proposed in this study, there are two hypotheses rejected. Important findings from this study which are: (1) greatest impact with biggest path coefficient are the effect of interactional justice on perceived organizational support; (2) there is important mediating effect of perceived organizational support in justice and extra-role behavior relationship; (3) Key important aspect was interactional justice, which could fostering extra role behavior such organizational citizenship behavior directly, or through perceived organizational support.

Distributive Justice and Perceived Organization Support in Indonesian Port Employee

“…The result of this research shows that distributive justice affects positively and significantly towards perception of organization support. This result is parallel with the previous research result of [13]. Employees that work with harbor industry is required to have various capabilities like marine certification and usually employees have been taught since senior high school, so that devotion felt by the employees who works in harbor industry is big enough, that's why perception of support from organization is a very important thing for the employees.…”

Do Distributive Justice Really Make Public Officers Feels More Obligated in Their Job?

“…Meanwhile, several empirical results in Indonesia have shown distributive justice is often seen as the main aspect of organizational justice that is felt by individuals from their organizations (Dawud et al, 2018;Hidayat et al, 2017;Pemecutan et al, 2016). Organizational justice has good benefits for the organization, especially by harmonizing the relationship between individuals and organizations (Nazir et al, 2019;Yean & Yusof, 2016).…”

“…Theoretically, felt obligation is the most important outcome in the model, and is believed to be the result of distributive justice and perceived organizational support felt by employees. Meanwhile, empirically, the relationship between distributive justice and perceived organizational support has been tested previously (Dawud et al, 2018;Pemecutan et al, 2016) as well as perceived organizational support on felt obligation (Arshadi, 2011;Caesens et al, 2016;Eisenberger et al, 2001). In general, the concept of perceived organizational support has become an interesting and well-developed discussion when reviewed with antecedents and potential outcomes in organizations (Ahmed & Nawaz, 2015;Kurtessis et al, 2017).…”

Determinan Perilaku Proaktif Pegawai Ditinjau Dari Persepsi Dukungan Organisasi, Keadilan Distributif Serta Keadilan Prosedural

“…Konsep keadilan dalam organisasi menjadi hal yang menarik untuk dikaji dan dieksplorasi, karena mempertimbangkan pentingnya perlakuan organisasi yang diterima oleh pegawai dalam mendorong sikap dan perilaku mereka di tempat kerja. Keadilan distributif dan prosedural dapat menjadi determinan penting dari persepsi dukungan organisasi (Dawud et al, 2018;Heavyantono, 2018;Nazir et al, 2019;Pemecutan et al, 2016), yang selanjutnya dapat digunakan dalam memprediksi sikap dan perilaku individual dalam organisasi (Harijanto et al, 2022;Pradesa et al, 2019). Bahkan, keadilan organisasi dalam bentuk spesifik juga dapat dikaitkan dengan kinerja individual (De Clercq et al, 2020;Jayus et al, 2021) ataupun bentuk sikap lainnya atas pekerjaan maupun organisasi (Dawud et al, 2018;Harijanto et al, 2022).…”