Organizational Justice Scale Research Articles

İşgören Kaygı Düzeyinin Örgütsel Adalet Algısı İle Örgütsel Bağlılık İlişkisinde Aracılık Rolü: Yiyecek- İçecek İşletmeleri Örneği - The Role of Mediation of Employee s Anxiety Level in Organizational Justice in Relation with Organizational Commitment: The Case of Food and Beverage Business

The main goal of this study is to determine mediating role of anxiety in the relationship between organizational justice perceptions and organizational commitment in employee's .The population of this study consist of 59.590 employees who work in tourism establishment certificate restaurant in Ankara. The sample size was calculated by using Yamane (2001)’s formulas 384 and a total of 406 employees was reached. To select the sample, Easy Sampling method was used. A questionnaire was used as data collection tools. A questionnaire consists of four parts that in the first part, the statements about the demographics of the workers, in the second part organizational justice scale developed by Niehoff and Moorman (1993), in the third part organizational commitment scale developed by Mowday, Steers and Porter (1979), and in the forth part, anxiety level developed by Spielberg and others (1970) . Questionnaire forms were filled using face-to-face interview technique. Data obtained within the scope of the study were tested frequency analysis and structural equation model. As a result of the analysis, it has been determined that anxiety has a direct positive effect on organizational justice and organizational commitment.

The relationship between teachers' perceptions of organizational justice and job satisfaction

The purpose of this research is to determine the relationship between teachers’ perceived organizational justice and job satisfaction. This quantitative study is designed in relational survey model. The sample of the research consists of 396 teachers working in the public high schools located in four central provinces of Mersin city. Organizational Justice Scale and Job Satisfaction Scale were used as data collection tools in the study. Arithmetic mean, standard deviation, t test, ANOVA and correlation analysis were performed by using SPSS 21 package program. According to the findings, the level of perception of teachers' organizational justice and job satisfaction is high. Of the demographic variables, only professional tenure caused meaningful differentiation at job satisfaction. Other variables did not cause meaningful differences at organizational justice and job satisfaction perceptions. There is a meaningful, low level and positive relationship between organizational justice and job satisfaction perception levels.

Lider-Üye Etkileşiminin Örgütsel Özdeşleşme Üzerindeki Etkisinde Dağıtım Adaletinin Aracılık Rolü - The Mediating Role of Distributive Justice in the Relationship Between Leader Member Exchange and Organizational Identification

The purpose of the study is to examine the relation between leader member exchange, organizational identification and distributive justice variables. The study aims to find out the mediatory role of distributive justice between leader member exchange and organizational identification. A survey was conducted of 38 employees to determine the relationship between the variables. Leader member exchange (LMX) scale developed by Liden and Maslyn (1998) adapted by Gurboyoglu (2009); organizational identification scale developed by Ashforth and Mael (1996), and organizational justice scale developed by Colquitt (2001) and adapted by Ozmen vd. (2007) were utilized. The results reveal that leader-member exchange has a significant and positive effect on employee’s organizational identification and distributional justice and distributional justice has significant and positive effect on employee’s organizational identification. The partial mediation role of distributional justice exists on the relationship between leader-member exchange and organizational identification. And the relationship is better explained by distributional justice.

Validity evidence of the Organizational Justice Scale in Spain.

Interest in measuring the perception of organizational justice has been growing in recent years due to its proven ability to produce significant organizational outcomes such as well-being and emotional exhaustion. In Spain, the Organizational Justice Scale (OJS) can be highlighted as an instrument which has shown good psychometric properties in previous research in the hotel industry. This study provides further evidence of the characteristics of the OJS using a large multi-sectorial sample. Participants comprised 849 employees from different occupational sectors. The structure of the OJS was studied by means of an exploratory and confirmatory factor analysis splitting the sample up into two random subsamples. The reliability and validity of each dimension was also analyzed. Results indicated a three-factorial structure: distributive, procedural, and interactional, offering adequate reliability and validity. As expected, positive correlations were found between perception of organizational justice and well-being, and negative correlations with respect to emotional exhaustion. OJS is an appropriate tool for use by researchers and practitioners in the study of the perception of organizational justice in Spain, additionally ensuring adequate validity and reliability.

Propiedades psicométricas de la Escala de Justicia Organizacional de Colquitt en trabajadores argentinos

Organizational justice refers to workers’ perceptions of what is fair and unfair in their workplaces. The aim of the present study was to provide evidence of the factorial validity and psychometric properties of the Argentine version of Colquitt’s Organizational Justice Scale. To achieve this objective, an empirical, quantitative, instrumental study with a cross-sectional design was conducted. Data were obtained from a convenience sample of 406 employees (212 men and 194 women) of different Argentine organizations. Confirmatory factor analysis results supported the four-factor structure of the scale (distributive, procedural, interpersonal, and informational justice). The instrument showed good reliability indices (ordinal alpha and composite reliability values greater than .80) and adequate discriminant and convergent validity (average variance extracted indices greater than .60). These psychometric characteristics make the validated scale a useful tool to measure justice perceptions within Argentine organizations.

DISTRIBUTIVE INJUSTICE: A PREDICTIVE STUDY OF CORRUPTION AND OFFICE ABUSE AMONG POLICE OFFICERS IN ANAMBRA STATE POLICE COMMAND, NIGERIA

This paper explored the predictive effects of distributive injustice on corruption and office abuse among police officers in Anambra State Police Command. The participants of the study were 294 (two hundred and ninety four) junior cadre police officers (below the rank of Assistant Superintendent of Police) who comprised 241 male-police officers and 53 female-police officers. The ages of the police officers ranged from 26 to 47 years, the mean age was 37.51 years with a standard deviation of 2.20. Data for the study was collected with the aid of organizational justice scale by Niehoff and Moorman (1993) and Unethical Behaviour Tendency Scale by Tang and Weatherford (1997). Predictive design and multiple regression analysis were adopted as the design and statistical tool for the study respectively. The result confirmed that both corruption and office abuse dimensions of unethical behaviour were significantly predicted by distributive injustice among junior cadre police officers. Article visualizations:

Influence of Perceived Organisational Justice and Organisational Climate on Job Performance Among Secondary School Teachers in Makurdi Metropolis of Benue State

The study investigated influence of perceived organisational justice and organisational climate on job performanceamong secondary school teachers in Makurdi metropolis. A total of 188 secondary school teachers were drawn fromMakurdi metropolis. The findings revealed that 106 (56.4%) were males and 79(42.0%) were females. The studyused three standardized instruments which include (i) Organisational justice scale was developed by Nerinhoff andMoorman (1993), Organizational climate questionnaire developed by DeCottis and Koys (1991) and JobPerformance Scale developed by Goodman and Svyantek (1999). Results from the hypotheses tested showed thatperceived organizational justice significantly influence job performance. [F (3,182) = 64.222, P<.001]. The resultalso indicated that organizational climate did not significantly influence job performance among secondary schoolteachers [F (1,181) = .003, P>.05. The result finally showed that perceived organizational justice and organizationalclimate significantly and jointly influence job performance [F (4,181) = 50.131, P<.001. Based on the findings of thestudy, it was recommended among others that, the government through the ministry of education should organiseseminars to enlighten school management officials on the important roles played by perceived organisational justiceand job performance among teachers thus provide adequate working environment for proper leaning.

A STUDY ON THE CORRELATION BETWEEN ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CYNICISM PERCEIVED BY VOCATIONAL HIGH SCHOOL TEACHERS

Objective of this study is to reveal the level of perceived organizational justice and perceived organizational cynicism of vocational school teachers and whether or not a correlation exists between perceived organizational justice and perceived organizational cynicism. The study has been performed in compliance with the review model. It was actualized with 286 teachers selected by random sampling from vocational schools and technical Anatolian schools in Bagcilar district of Istanbul in the academic years 2016-2017. In the study, Organizational Justice Scale and Organizational Cynicism Scale have been utilized in order to determine perceived organizational justice and perceived organizational cynicism, respectively, as data collection tool. In analyzing data thus collected, SPSS packaged software have been used, and arithmetic mean, standard deviation, Pearson correlation analysis have been made based on the data. According to data analysis results, it has been observed that overall perceived organizational justice and perceived organizational cynicism of vocational school teachers is moderate. A negative high level of significant correlations has been found between perceived organizational justice and perceived lower perceived organizational cynicism of vocational school teachers. Article visualizations:

Effect of Organizational Justice Behaviors on Organizational Silence and Cynicism: A Research on Academics from Schools of Physical Education and Sports

In this research, it is aimed to examine the effect of organizational justice behaviors on organizational silence and cynicism based on the opinions of academics who serve in Schools of Physical Education and Sports, and Faculties of Sports Sciences. Research group consisted of academics from 22 different universities in Turkey. There are 320 people (245 males and 75 females) in the research group. Organizational justice scale, organizational silence scale, organizational cynicism scale and job performance scale are used as data collecting tools in the study. During the research, a model was tried to be created that reflected the correlation among organizational justice behaviors, organizational silence and cynicism the new model was examined by means of Structural Equation Model via Lisrel 8.7. According to the results, the higher the perception of organizational justice behaviors, the less the organizational cynicism. Moreover, there was a positive significant correlation between organizational silence and organizational cynicism.

Impacts of regulatory mode and organizational justice on nurse job burnout

Objective To discuss the impacts of regulatory mode and organizational justice on nurse job burnout. Methods From October to December 2016, a total of 300 registered nurses from 2 Class Ⅲ Grade A hospitals in Harbin were recruited by convenience sampling method. All the research objects were investigated with the Maslach Burnout Inventory-General Survey, the Regulatory Model Scale and the Organizational Justice Scale. SPSS 22.0 and AMOS 20.0 statistic softwares were applied for data processing, and the measurement data were represented by (mean value±standard deviation) . Pearson correlation analysis was applied to analyze the correlation among job burnout, organization justice and regulatory mode, and the relation model of the three was constructed by structure equation model. Results Job burnout was positively correlated with the evaluation mode (r=0.301, P<0.01) , negatively correlated with sport mode (r=-0.403, P<0.01) , negatively correlated with organizational justice (r=-0.399, P<0.01) . Organizational justice, evaluation mode and sport mode had direct prediction for job burnout. Organizational justice played an indirect role in predicting job burnout through regulation mode. Conclusions The regulatory model has a direct predictive effect on nurses' job burnout of nurses. Nursing managers should improve organizational justice in order to reduce the job burnout of nurses. Key words: Nurses; Regulatory mode; Organizational justice; Job burnout

The Effect of Perception of Organisational Justice on Job Satisfaction of Employees in an Airline Company

Although the associations between organizational justice and various work outcomes are well established in western literature, very few studies have examined the relationship of justice perceptions with work attitude and work behaviour in the Indian setting, especially in the aviation industry. This study explored the relationship and examined the influence of Organisational justice between organizational justice and job satisfaction among employees working in an airline company within the Indian setting. Organizational justice scale that was developed by Niehoff and Moorman (1993) and Fernand and Awamleh’s Job satisfaction Scale, (2006), scale were used to collect data. The target population of this study were employees from an airline company in Mumbai metropolitan city. The data was analysed using SPSS. The findings revealed a positive association between organizational justice and job satisfaction and further endorsed the fact that organizational justice can be an antecedent to job satisfaction. Further the results also suggested that distributive and interactional justice were more positively related to job satisfaction as compared to procedural justice. The results lend support to the notion that one can predict job satisfaction by investigating perceptions of organizational justice.

Justice perception and turnover intention in hotels: the mediating effect of employees' commitment

The study was designed to investigate the effect of organizational justice on employees' turnover intention with the mediating role of organizational commitment among hotels employees. The instrument of the study was a questionnaire about demographic data, organizational justice scale (Niehoff and Moornan, 1993), organizational commitment scale (Porter et al., 1974) and turnover intention scale (Camman et al., 1979). The sample consisted of 327 employees from five-star hotels in Sharm El-Shiekh, Egypt. Statistical Package for Social Sciences (IBM SPSS Statistics 20) was used for data processing. In order to determine the relationship, Spearman's correlation and regression analysis were used. The findings revealed a significant relationship among the variables and supported all the hypotheses. The study recommended that hotels management should focus on increasing their employees’ commitment through perceived organizational justice as an essential determinant of turnover culture.

Psychometric properties of the Italian version of Colquitt’s Organizational Justice Scale (OJS)

PurposeAlthough Colquitt’s Organizational Justice Scale (COJS) is one of the most widely used organizational justice scales (OJS) worldwide, a rigorous adaptation and validation in Italy is still missing. Accordingly, the purpose of this paper is to examine the construct validity and reliability of the Italian translation of the scale.Design/methodology/approachFactorial and concurrent validity were examined to assess construct validity. A confirmatory factorial analysis through structural equation modelling was conducted on five factorial models: one-factor, two-factor, three-factor, four-factor and second-order factor model. Concurrent validity implied the examination of the relationships between organizational justice and job satisfaction (convergent validity) and between organizational justice and workplace bullying (discriminant validity).FindingsEvidence of the prevalence of the original Colquitt (2001) four-factor model was found, though also the second-order model obtained adequate goodness of fit. Findings supported both convergent and discriminant validity. Reliability analysis reported evidence of excellent internal consistency. Thus, the Italian version of the OJS can be used in Italy for research and practical purposes.Originality/valueThis is the first study properly addressing the factorial and concurrent validity of the OJS in Italy.

DO ORGANIZATIONAL JUSTICE PERCEPTIONS INFLUENCE HEALTHCARE WORKERS' ORGANIZATIONAL CITIZENSHIP BEHAVIOR?

Employees in complex and chaotic hospitals have become important for the perception of organizational justice to see themselves as a citizen of the institution. This study aims to investigate the effect of sub-dimensions of organizational justice perceptions on the sub-dimensions of organizational citizenship perceptions in the hospital sector. It will then try to explain how managers' decisions and practices are reflected to hospital staff. Study analyzes were conducted at the individual level. The study was conducted with 346 health workers who volunteered to fill the Likert type questionnaire in three hospitals. Moorman's organizational justice scale was used to measure Organizational Justice Perception, and the scale developed by Podsakoff, MacKenzie, Moorman and Fetter was used to measure Organizational Citizenship Behavior. The aim of this study is to reveal the relationship between the perceptions of organizational justice (OJP) and organizational citizenship behaviors (OCB) of the health care workers with the model created in the framework of the aims and assumptions of the research. Pearson correlation and multiple linear regression analysis were used to test the developed model. In research findings, it was seen that the perception of organizational justice of health workers affected organizational citizenship behavior. From the sub-dimensions of organizational justice perception, it has been understood that procedural justice is the strongest influential factor in organizational citizenship perception. It has been determined that the justice of interaction in health care workers affects consciousness and courtesy behaviors positively and distribution justice has a negative relation. It is thought that health managers are required to support the sense of organizational justice in health workers positively, for to strengthen institutional peace and order.

Polish Version of Organizational Justice Scale

The aim of the study was to assesses the psychometric properties of the Polish version of Organisational Justice Scale. Subjects were 564 employees from one organisation. The Polish version of Organisational Justice Scale was found to be highly reliable when evaluated by the Cronbach’s α procedure as well as having a good internal consistency. The factors of the analysis statistically revealed the three dimensional structure of this measure inclusive procedural, distributive and interpersonal justice. The presented finding thus provide further evidence that the aforementioned measure has a good psychometric properties and is therefore recommended for use by researchers studying the construct of organisational justice.

The Relation between Teachers’ Perception of Ethical Leadership, Organizational Justice and Organizational Cynicism

The purpose of this study is to examine the relation between middle school teachers’ perception of ethical leadership, organizational justice, and organizational cynicism. Participants of the study are teachers from schools located in Osmaniye downtown in 2014-2015 academic year. These schools were chosen randomly by using simple random sampling method and 386 teachers working in these schools were participants of this study. Data were gathered by using “Ethical Leadership Scale”, “Organizational Justice Scale” and “Organizational Cynicism Scale”. In this study, relational scanning method was used. Study shows that there is a positive and significant relation between teachers’ ethical leadership perception and organizational justice. However, ethical leadership and organizational justice have a negative significant relationship. Results show that the relation between all sub dimensions is significant. Ethical leadership and organizational justice are predictors of the organizational cynicism. Besides, it is resulted that organizational justice has a mediator role between ethical leadership and organizational cynicism.

Relationship between Organizational Justice Perceptions and Organizational Commitment Levels of School of Physical Education and Sports Academicians

This study was conducted to determine organizational justice perceptions and organizational commitment levels of the school of physical education and sports academicians and to establish whether there is a relation between their organizational justice perceptions and organizational commitment levels or not.In the study, a method for the descriptive survey and relational survey aiming at the revelation of the current state was used. The sample group of the study was constituted by aggregately 524 academicians [Professors(n=5),Associate Professors(n=62), Assistant Associate Professors (n=172), Lecturers(n=104), Instructors(n=82), Research Assistants(n=99)]. As a data collection tool, the “Organizational Justice Scale” developed by Niehoff and Moorman (1993) and adapted in Turkish by Yıldırım (2002), the “Organizational Commitment Scale” developed by Meyer et al (1993), and “Personal Information Form” developed by the researcher were utilized in the study.In the analysis of the data, Spearman Brown Rank Correlation (r) coefficient technique was used to reveal the difference between the organizational justice perceptions and the organizational commitment levels of the academicians. In the study, α=0.05 was chosen as a level of significance.In consequence of the study, the highest perceptions of the school of physical education and sports academicians regarding justice was determined to be in the allocative justice dimension, which was followed by the interactional justice and transactional justice dimensions, and that the allocative, interactional, and transactional justice perceptions of the academicians regarding their institutions was at “moderate” levels in general, that is to say, they were not content with the decisions taken at the latter justice dimensions.It was determined that the highest perception of the school of physical education and sports academicians regarding commitment were in the emotional commitment dimension, that it was followed by the attendance commitment and normative commitment dimensions, and that, in general, the emotional commitments of the academicians regarding their institutions was high and their attendance and normative commitments were at “moderate” level.It was determined that moderate and low level positive relationships between the organizational justice dimensions and organizational commitment dimensions of the school of physical education and sports academicians are present.

An Analysis of Organizational Justice and Organizational Identification Relation Based on Teachers' Perceptions

This study intends to analyze the relation between organizational justice and organizational identification based on teachers' perceptions. The study group consists of 1223 teachers working at secondary and high-schools during the 2015-2016 academic year in 14 county towns of Balikesir in Turkey. The data was collected by Organizational Justice Scale and Organizational Identification Scale. The findings of the study showed that secondary and high school teachers have positive opinions concerning organizational justice and identification. Teachers' perceptions of organizational justice differ significantly according to their seniority and workplaces. All sub-dimensions of organizational justice were found to be a significant predictor of organizational identification, yet the sub-dimension of procedural justice was found to be the most significant one. Another strong predictor of organizational identification appeared to be interactional justice. Lastly, it was found that distributive justice has little effect on organizational identification.

Perceived Organizational Justice and Leadership styles as Predictors of Employee Engagement in the Organization

&lt;p&gt;The paper investigated perceived organizational justice and leadership styles as predictors of employee engagement in the organization. The population comprised secondary school teachers from five secondary schools that were selected and a sample size of 130 respondents were drawn. Simple random sampling was used to select the respondents. The paper employed both primary and secondary data sources. The primary data was collected using self-administered questionnaire. The structured questionnaire was culled from three different instruments namely, Multi-factor Leadership Questionnaire, Organizational justice Scale and Utrecht work engagement scale. The data analysis methods used include descriptive statistics, ANOVA tests and regression analysis tests. The findings revealed that perceived organizational justice significantly predicts employee engagement and also perceived leadership styles predict employee engagement among secondary school teachers in Awka South local government area of Anambra state, Nigeria. The paper recommended that employers should ensure that; they reach out to every employee, thereby improving interpersonal relationship and fairness to note and attend to their organizational needs. This will make them feel at home with the organization, and at the same time the employee’s morale will be high enough to improve their engagement to the organization.&lt;/p&gt;

Correlation study on the organizational justice and organizational silence of nurses

Objective To understand the current situation of hospital organizational justice and nurse organizational silence, and analyze the impact of organizational justice on nurse organizations silence, so as to provide reference for nursing managers in human resources planning and management from the organizational level. Methods The general information questionnaire, organizational justice scale and nurses organizations silence assessment questionnaire were used to investigate 358 nurses. Results The total average scores of nurse organizational justice and organizational silence were (73.77±12.45) and (68.31±11.55), which were at a medium level. Among them, the differences in nurse organizational justice score with different age, final degree, job title, work experience and personnel conditions were statistically significant (P<0.01); the differences in nurse organizational silence score with different age, marital status, final degree, job title, work experience personnel conditions were statistically significant (P<0.01); Nurse organizational justice and organizational silence out of all dimensions showed a high negative correlation (P<0.01). Conclusions There is still room for nurse managers to improve the management, and they should pay more efforts to enhance the organizational justice and reduce the organizational silence, so as to create a democratic ambience for the healthy development of departments and hospital organizations. Key words: Nurses; Organizational justice; Organizational silence; Correlation