Influence Of Organizational Justice Research Articles

The Influence of Organizational Justice and Perceptions of Organizational Support on Organizational Commitment in PPPK Lecturer Universitas Sembilanbelas November Kolaka

The Influence of Organizational Justice and Perceptions of Organizational Support on Organizational Commitment in PPPK Lecturer Universitas Sembilanbelas November Kolaka

Improving Employee Performance through the Influence of Organizational Justice, Job Satisfaction, and Organizational Commitment (A Study at the Population and Civil Registration Office of Manokwari Regency)

This research aims to analyze strategies for improving the performance of Manokwari Regency Population and Civil Registration Service employees through the influence of Organizational Justice, Job Satisfaction and Organizational Commitment. This research uses a quantitative approach with analytical survey methods. The data used is primary data obtained from distributing questionnaires to the entire population of 50 people. The analytical method used in this research is inferential statistics using multiple linear regression analysis tools using SPSS 21 software. The results of the research show that Organizational Justice, Job Satisfaction and Organizational Commitment can have a positive and significant effect, partially or simultaneously, on the performance of employees in the service. Population and Civil Registration of Manokwari Regency.

The Influence of Organizational Justice on Managers’ Decision-Making: A Critical Literature Review

This paper focuses on studying organizational justice on managers’ decision making. The process of decision making plays a substantial role in the life of each organization because the results affect all employees at all levels. Making decisions is considered the most significant and intricate managerial task. In addition, it might become more problematic when executives work with people across cultures since individuals from varied cultural backgrounds view issues differently. Decisions that are formed by senior managers are mostly imperative and impactful to the way an organization works. However, senior managers' decisions may have negative effects. In addition, organizational fairness is complex and refers to the fair and right treatment of persons within an organization. As a result, people would like fairness as it recompenses them for their input. Poor organizational justice is a considerable reason for negative responses from staff because they have a strong sense of inequality. Often, ethical dilemmas result from intricate circumstances and discrepancies in values within organizations. Hence, this theoretical paper is designed to investigate the salient literature to develop a holistic overview portraying the individual level of perceived organizational justice. It also indicates its prominent consequences based on a critical review of previous related studies.

The Influence of Organizational Justice on Performance with Job Satisfaction as a Mediation Variable (Case Study of East Java Province Inspectorate Employees)

The Influence of Organizational Justice on Performance with Job Satisfaction as a Mediation Variable (Case Study of East Java Province Inspectorate Employees)

The Influence of Organizational Justice, and Teamwork towards the Employee Performance with Intrinsic Motivation as an Intervening Variable

Previous research has discussed a lot about the effect of organizational justice on performance. However, there are still inconsistencies and substantial differences between constructions. For this reason, this research goals to determine the impact of organizational justice and teamwork on employee performance with intrinsic motivation as an intermediary variable. This research was conducted at an agrochemical company in Merak, Banten, with a total of 98 respondents. This type of research is explanatory research in which the relationship between variables is explained by testing the hypothesis. Data from the questionnaires collected were then analyzed using SmartPLS 4 software. The results of the analysis showed that (1) organizational justice has a positive and significant impact on performance, (2) teamwork has a positive and significant impact on performance, (3) intrinsic motivation has a positive and significant impact on performance, (4) organizational justice has no significant impact on intrinsic motivation, (5) teamwork has a positive and significant effect on intrinsic motivation, (6) intrinsic motivation positively and significantly mediates teamwork and performance, (7) intrinsic motivation does not significantly mediate organizational justice and performance. The results of this study can be implemented by organizations to focus more on developing variables that have a significant impact on employee performance.

PERAN KEPUASAN KERJA MEMEDIASI PENGARUH ORGANIZATIONAL JUSTICE TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR KARYAWAN GREEN KUBU CAFÉ

Companies that manage to survive in the midst of many competitors are the result of human resources who play an important role in it. This study aims to explain the mediating role of job satisfaction in the influence of organizational justice on organizational citizenship behavior. The study in this research was conducted in Green Kubu Cafe. The population in this study were 61 Green Kubu Cafe employees. The method of determining the sample in this study uses Non-Probability Sampling with the census method where the entire population will be selected to be used as a sample. The data collection method was carried out by interviewing and distributing questionnaires as measured by 49 indicators using a Likert scale. The data analysis technique used is path analysis and sobel test. The results showed that organizational justice had a positive and significant effect on job satisfaction, organizational justice had a positive and significant effect on organizational citizenship behavior, job satisfaction had a positive and significant effect on organizational citizenship behavior, and job satisfaction was partially able to mediate the effect of organizational justice on organizational citizenship behavior. If the organizational justice of Green Kubu Café employees increases, job satisfaction will arise and will encourage the emergence of OCB of Green Kubu Café employees.
 Keywords: Job Satisfaction; Organizational Justice; Organizational Citizenship Behavior

The influence of organizational justice on achieving job happiness for employees in Egyptian hotels and travel agencies.

The influence of organizational justice on achieving job happiness for employees in Egyptian hotels and travel agencies.

Peningkatan Kinerja Karyawan Ditinjau Dari Sikap Kerja Dan Penegakan Keadilan Organisasi

Each organization is faced with a reality related to the importance of improving employee performance in an increasingly dynamic organizational environment. This is done as a form of organizational responsiveness in terms of competitive advantage and achieving organizational success. Organizations must be able to examine what factors contribute significantly to making this happen so that a new idea is found. As this study discusses management issues regarding work attitudes, organizational justice, employee performance related to how employee attitudes and organizational justice can play an important role in shaping employee. The respondents are employees of a company located in Gresik City, East Java. In this study the population is all employees with a total of 30 people. The 30 employees are all part of the research sample, so this includes determining the sample using a census technique. The researcher chose the method in two ways, namely observation followed by distributing questionnaires. The analytical tool is used for several stages starting with the classical assumption test, multiple regression analysis, t test and F test. The research data will be processed with the SPSS for windows program where the researcher chooses SPSS version 26. In accordance with the research results obtained, the influence exerted by work attitudes on employee performance is significant. Furthermore, the influence of organizational justice on employee performance also gives similar results, which is significant. Of the two, namely work attitude and organizational justice can affect employee performance simultaneously and significantly.

The Influence of Organizational Justice and Organizational Culture on Employee Loyalty

The literature review article on the Effect of Organizational Justice and Organizational Culture on Employee Loyalty is a scientific article that aims to build a research hypothesis on the influence between variables that will be used in further research, within the scope of Human Resource Management. The method of writing this Literature Review article is the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. The results of this Literature Review article are that: 1) Organizational Justice affects Employee Loyalty; and 2) Organizational Culture has an effect on Employee Loyalty. Apart from these 2 exogenous variables that affect the endogenous variable Employee Loyalty, there are still many other factors including Wages, Workload, Work Environment and Leadership variables.

Tingkat Pengaruh Kepuasan Gaji dan Kepuasan Kerja sebagai Mediator Hubungan Antar Keadilan Organisasional terhadap Niat untuk Pindah Kerja

This study aims to analyze Pay Satisfaction and Job Satisfaction’s Level of Influence as a Mediator of the Reliationship Between Organizational Justice and Turnover Intention at Yogyakarta Industry and Trade Office. The population and sample in this study is 50 Respondent using saturated sampling technique. Data collected utilizing a questionnaire. The result showed that organizational justice has positive significant effect on pay satisfaction and job satisfaction, while organizational justice, pay satisfaction, dan job satisfaction has negative signification effect on turnover intention. The result from sobel test showed that pay satisfaction and job satisfaction unable to mediate the influence of organizational justice on turnover intention at Yogyakarta Industry and Trade office.

The Influence of Organizational Justice, Job Environment and Job Insecurity on Job Satisfaction of Honorary Employee in Bappeda Provinsi Jawa Tengah

<em>This study aims to the influence Organizational Justice, Job Environment and Job Insecurity on Job Satisfaction of Honorary Employee in Bappeda Provinsi Jawa Tengah. The data collection methods used in this research are questionnaire and observation. The sample in this research is 51 employees of Bappeda Provinsi Jawa Tengah. The sampling method is using simple random sampling method. Data analysis method used is multiple linear regression. The result of coefficient determination shows that Organizational Justice, Job Environment and Job Insecurity contribute 75,7% on Job Satisfaction of Honorary Employee in Bappeda Provinsi Jawa Tengah, and the rest is influenced by other factors that did not mentioned in this research. According to the result of this research, Job Insecurity did not influence Job Satisfaction, meanwhile Organizational Justice and Job Environment influence Job Satisfaction</em>

Organizational Justice on Innovative Work Behavior with Knowledge Sharing as a Mediating Variable

The purpose of this study were to analyze the relationship between organizational justice and innovative work behavior when knowledge sharing is a mediating variabel to employee PT. Bank Pembangunan Daerah West Sumatera. The population in this study were all employee in the PT. Bank Pembangunan Daerah West Sumatera as many as 253 employee. The number of samples unsed in the study was 155 employee using the proportional cluster simple random sampling technique. The research design used in this study is causality research. The data analysis technique used is the Structural Equational Model (SEM) with the help of the SmartPLS 3.0 The results of this study revealed that: (1) Organizational justice has a significant effect on innovative work behavior. (2) The influence of organizational justice has a significant effect on knowledge sharing. (3) The influence of knowledge sharing on innovative work behavior. (4) knowledge sharing mediating the organizational justice and innovative work behavior to employee at the PT. Bank Pembangunan Daerah West Sumaterat.

The Influence of Organizational Justice on Interpersonal and Organizational Deviance: A Conceptual Paper

This research is a conceptual study that aims to investigate the influence of the organizational justice dimension on deviant behavior. The study’s main objective is to create an analysis of existing literature on the impact of organizational justice consisting of distributive justice, procedural justice, interpersonal justice, and informational justice on deviant behavior. The data search method used in this conceptual study is based on a literature review of journal articles obtained through an online database using keywords as a search tool. The study results revealed a negative influence of distributive, procedural, interpersonal, and informational justice on deviant behavior based on the existing literature. Such deviant behavior is directed at individuals and organizations.

Does Organizational Justice Influence Employee Innovative Behavior in an Arabic Context? Evidence From the Libyan Oil Industry

Innovative employees are the main source of an organization’s survival in a dynamic environment. Therefore, understanding how to stimulate and sustain employee innovative behaviors is of great importance for organizations. From this perspective, based on the social exchange theory, the current study seeks to investigate the influence of organizational justice on employee innovative behavior within the Libyan context. Through a pre-designed questionnaire, data were gathered from 295 employees working for 5 Libyan national oil companies and analyzed using partial least squares—structural equation modeling [PLS]. The results indicated that procedural justice is positively related to employee innovative behavior, whereas distributive justice and interactional justice are not. The findings foster the assumption that organizational justice perceptions and responses differ across cultures based on national values. The results and implications are discussed in light of the literature and the Libyan work environment and culture.

The mutual impact of university president’s leadership and organizational justice on knowledge sharing: the mediating effect of communication

Purpose The purpose of this study is to empirically examine the mediating effect of organizational communication in the relationships among transformational leadership, organizational justice and knowledge sharing within the higher education setting in South Korea. Design/methodology/approach A sample of 321 university employees, including 151 faculty members and 170 administrative staff members, from a representative private university, participated in the survey as part of a consulting project for university innovation. Structural equation modeling (SEM) was mainly used for data analysis to identify the structural relationship among the research variables. Findings The results of this study confirmed that transformational leadership positively influences organizational justice and knowledge sharing. However, the influence of organizational justice on knowledge sharing was not statistically significant. The mediating effect of organizational communication among those relationships to increase the members’ knowledge sharing behavior was statistically significant. Originality/value In this study, holistic aspects of the organization, including leadership, organizational culture and organizational strategy, were examined for encouraging employees’ knowledge sharing behavior while an organization undergoes innovational changes. More practically, this study suggested that organizational communication could be used as one of the critical strategies in the process of university innovation.

Organizational citizenship behavior as antecedents and outcome in era technology

The paper aims to discuss the concept of Organizational Citizenship Behavior (OCB), as an antecedent of Organizational Justice (OJ), and the consequences of Organizational Performance (OP). The method used is to review theories and relevant literature to reconstruct propositions of the possible influence of OJ’s four dimensions. The dimensions are distributive Justice, Procedural Justice, interpersonal Justice, and informational Justice to OCBI and OCBO, and their consequences on organizational performance. The results of the study propose propositions from the OJ dimension, namely distributive Justice, Procedural Justice, interpersonal Justice, and informational Justice can influence OCB Individual and Organizational OCB. They can have an impact on organizational performance.

Organizational justice as a factor in the formation of vertical trust in an organization (the case of an oil and gas company)

The phenomenon of trust is currently under focus in sociological discourse. Interest in the topic of organizational trust is due to an increasing number of studies proving its positive role in performance of organizations and employees, in increasing the economic efficiency of enterprises, stimulating the processes of its technical and technological modernization. In this regard, there is a need to search for factors conducive to building trust. One area of such research is the study of interaction of trust and organizational justice. However, existing publications do not give a definite answer regarding a direction of influence of these phenomena: some authors argue that trust is formed under the influence of organizational justice, others believe that the influence is vice versa. An additional argument in favor of the relevance of this topic is that the existing studies poorly reflect the specifics of Russian enterprises, since the topic of organizational trust is still under-examined in the domestic scientific literature. This article aims to empirically test hypotheses about the relationship between trust and organizational justice based on research materials carried out at one of the largest Russian enterprises. The objectives of the study were as followed: characterization of trust and organizational justice in various groups of personnel, assessment of impact of various types of organizational justice on vertical organizational trust. The empirical basis of the study is the materials of structured interviews of workers of the main production unit and engineering workers, conducted at one of the largest oil and gas industrial enterprises of the Perm Krai in 2021 (n = 792 people). The authors used the method of a continuous survey of workers at their workplaces in subdivisions. The novelty of the study lies in the fact that for the first time, based on the materials of a survey of Russian workers, the relationship between trust and organizational justice at different stages of a career in an organization was empirically analyzed. Furthermore, the contribution of various types of organizational justice to the formation of employee trust in management was illustrated. In accordance with the results of the study, the authors found out that organizational justice affects vertical trust in an organization: the more fair the organizational conditions are perceived by employees, the higher the level of trust in management. The authors point out that interpersonal and procedural justice have the major influence on the formation of vertical trust in an organization, but their role changes depending on length of service. It is concluded that in order to increase the level of vertical trust, the internal social policy of an organization should include technologies for both organizational analysis and the development of justice of intra-organizational relations, which, in turn, will contribute to an increase of productivity and efficiency of an organization.

The Characteristics of the Nursing Organizational Management Highlighted by COVID-19

The COVID-19 outbreak has raised awareness of the importance of increased motivation and resilience in nurses. To explore the level of nurse Job involvement in Z hospital in Zhuhai city of China, and the influence of Organizational justice and Organizational identity, a total of 125 nurses in Z hospital in Zhuhai city, Guangdong province, were selected by convenient sampling method and investigated with general information questionnaire, Organizational justice, Organizational identity,and Job involvement Scale. There were 114 valid questionnaires returned; The scores of nurse’s Organizational justice, Distributive justice, Procedural justice and Interactive justice, Organizational identity,and Job involvement were 3.532±0.581, 3.397±0.691, 3.487±0.729, 3.840±0.641 and 3.912±0.615 respectively. The score of organization justice positively correlated with the scores of Organizational identity (r=0.627, P<0.001), and positively correlated with the score of Job involvement (r=0.627,P<0.001). The scores of Organizational identity were positively correlated with the score of Job involvement (r=0.724,P<0.001). The results of regression analysis showed that Organizational justice, Organizational identity can positively affect nurses’ Job involvement, and explained 59.9% of the cumulative variance. At the same time,Organization identity played a partial mediating role between Organizational justice, as well as its three sub-dimensions and Job involvement. The scores of Organizational justice and Job involvement in selected nurses in Zhuhai are only a little higher than the average levels, which needs to be improved. The perceived Interactive justice is high while the Distributive justice is low. Nurses’ Job involvement and Organizational identity can be promoted directly by increasing Distributive justice, followed by Interactive justice and Procedural justice.

혁신형 중소기업 구성원의 조직공정성(organizational justice)이 조직몰입(organizational commitment)에 미치는 영향

혁신형 중소기업 구성원의 조직공정성(organizational justice)이 조직몰입(organizational commitment)에 미치는 영향

The influence of organizational justice and perceptual support of organizations on Organizational Citizenship Behavior (OCB) teachers at SMA Negeri East Jakarta Area 1

Abstract
 
 The purpose of research: knowing deeply about the influence of organizational justice towards the perception of organizational support, organizational support for OCB Justice organization affects the OCB site research place of East Jakarta Area 1. Research conducted for 12 months from July 2018 until June 2019 the method used is a survey with a quantitative approach. The results showed that justice organizations were positively related to Organizational Citizenship Behavior (OCB). That is, the better and conducive justice of the organization then the increasing behavior organizational citizenship behavior of senior high school teachers in East Jakarta Region 1 perception of organizational support (POS) berhubungan positif dengan organizational citizenship behavior. That is, the better the perception of organizational support, the higher organizational citizenship behavior of SMA Negeri teachers in East Jakarta Region 1. Fairness of organizational and organizational support perception jointly relates positively to organizational citizenship behavior. That is, the better and conducive justice of the Organization and the more positive the perception of organizational support together, the stronger the organizational citizenship behavior of senior high school teachers in East Jakarta region. 1