Teisingumas darbe ir socialinė identifikacija su grupe viešojo ir privataus sektoriaus organizacijose

Abstract

Perceived justice at work is important in creating healthy psychological climate in every organization (DeConinck, Stilwell, 2009; Moorman, Niehoff, Organ, 1993; Elovainio, Kivimäki, Vahtera, 2002; Liljegren, Ekberg, 2009; Brown, Berson, 2003). One of the aspects linked with justice at work is group relations. The aim of this study was to analyse the impact of different components of justice on social identification with group in private and public sector. Data consisted of 330 participants from various organizations in Kaunas (45,5 % of respondents were from public and 54,2 % from private organizations). The results revealed that employees from public institutions considered their organizations as more fair. Even though, these employees evaluated the distributed (t = 2,019, p = 0,044) and interactional justice better (t = 3,268, p = 0,005) than employees from private organizations, there was found no significant difference in perception of procedural justice (t = 1,328, p = 0,185). When comparing social identification with group, it was found that respondents from public sector identified with work group stronger (t = 2,859; p = 0,005). In addition, the results showed that respondents who perceived their organization as more fair identified with social work group stronger in both sectors. Nevertheless, different components of organizational justice were important in predicting social identification in public and private institutions. Interactional justice was a predictor of social identification with group in public institutions (F = 11,705; R2 = 0,194), whereas distributed and procedural justice prognosticated social identification in private organizations (F = 32,375; R2 = 0,358). These results could be explained by formal constrains. Public sector is characterized by more formal rules because of which the decisions and processes are perceived as more transparent and fair. [...]