How does Organizational Justice influence Job Satisfaction and Organizational Commitment? Explaining with Psychological Capital
01 Apr 2014-Vol. 39, Iss: 2, pp 83-98
TL;DR: In this article, the authors identify psychological capital (PsyCap) as an explanatory mechanism for the influence of organizational justice on job satisfaction and organizational commitment, and test a theoretical and structural model that hypothesized mediation of PsyCap.
Abstract: ‘Looking fair’ is the desired goal of individuals and organizations. Fairness perceptions of organizational actions, by employees, translate into various favourable work outcomes. For instance, perceptions of fairness, defined as organizational justice, significantly influences attitudinal variables as job satisfaction and organizational commitment. However, the existing literature does not offer complete picture of this influence. In other words, the ‘underlying mechanism’ governing the influence of organizational justice on job satisfaction and organizational commitment is not fully understood. On the basis of extant literature review and arguments grounded in the social exchange theory, and ‘broaden and build’ theory of positive emotions, this study identifies psychological capital (PsyCap) as an explanatory mechanism for the influence of organizational justice on job satisfaction and organizational commitment. The primary objective of this study was to test a theoretical and structural model that hypothesized mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. A survey-based methodology, with standardized scales was used. A pilot study was conducted to test the scale properties. A sample of 440 employees from the Indian service sector industry was drawn. A two-step process of analysis, with AMOS 16, was employed to test the structural model. The scales were assessed and found fit for reliability and validity criteria. Besides examining the significance of indirect effects using the bias-corrected confidence intervals with two-thousand bootstrap samples, the study also applied alternative/nested structural equation models to test the mediation hypotheses. Results are found to be consistent with the stated hypotheses thus confirming the mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. The findings of this study advance available knowledge on job satisfaction and organizational commitment; and provide impetus to research in this domain by identifying PsyCap as an intervening variable. The study thus extends the application of PsyCap as an organizational variable capable of translating the effect of justice on satisfaction and commitment. It also supports and extends the view of previous researchers that PsyCap is a significant positive organizational behaviour (POB) variable, as it is capable of performance improvement and is open to development.
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01 Jul 1973
Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)
497 citations
TL;DR: In this paper, a meta-analytic approach was applied to validate the proposed hypotheses and the moderating role of employee characteristics in the relationship between psychological capital and work attitudes was explored.
Abstract: The purpose of this paper is to focus on psychological capital (PsyCap) – one of the emerging topics of human resource management, by examining its antecedents and outcomes through the lens of social exchange theory.,A meta-analytic approach was applied to validate the proposed hypotheses. Altogether, 105 primary studies published between 2000 and 2018 were collected and used.,Results show that leadership styles (authentic leadership, ethical leadership, abusive leadership) and organizational support are antecedents and desirable work attitudes (job satisfaction, organizational commitment, organizational citizenship behavior) are consequences of PsyCap. Employee’s characteristics significantly moderated the relationship between PsyCap and work attitudes.,This was the first attempt to examine PsyCap in a theoretical framework with its antecedents and outcomes and furthermore, to apply a meta-analytic method. The moderating role of employee characteristics in the relationship between PsyCap and work attitudes is also explored.
25 citations
TL;DR: In this paper, the authors examined a comprehensive model of the relationships between the antecedents and consequences of the psychological capital of entrepreneurs, and found that psychological capital has significant and positive influences on entrepreneurs' job satisfaction, performance, attitude, organizational citizenship behavior, while it also has negative influences on undesirable behavior.
Abstract: Psychological capital is critical for entrepreneurial resilience and sustainability. The purpose of this study is to examine a comprehensive model of the relationships between the antecedents and consequences of the psychological capital of entrepreneurs. A data sample of 208 entrepreneurs from the Philippines was analyzed with Structural Equation Modeling. The results found that organizational climate, organizational justice, leader-member exchange, authentic leadership have significant and positive influences on psychological capital, while occupational stressor is significantly associated with psychological capital. Among them, authentic leadership has the strongest impact on psychological capital. Results also found that psychological capital has significant and positive influences on entrepreneurs’ job satisfaction, performance, attitude, organizational citizenship behavior, while it also has negative influences on undesirable behavior. Theoretical and practical implications are discussed.
18 citations
Cites background from "How does Organizational Justice inf..."
...In such premise, important elements of psychological capital such as hope, optimism, resilience and self- efficacy may be built [17]....
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TL;DR: In this paper, the authors examined the effect of psychological capital and personality on organizational commitment and found that psychological capital positively affects affective, continuance, and normative commitments, while personality characteristics also have a significant effect on organizational commitments.
Abstract: The aim of this study is to examine the effect of psychological capital and personality on organizational commitment. Furthermore, it was also aimed to examine the relationships between these two concepts because there is a small number of studies that reveal the relationships between psychological capital and personality characteristics. In this context, a full count was performed in a manufacturing enterprise, and the questionnaire study was conducted on a total of 217 people including all white and blue-collar employees. All employees were reached by face to face interviews. The collected data were analyzed by SPSS 21 and Lisrel 8.51. The results of the study show that psychological capital positively affects affective, continuance and normative commitments. Similarly, personality characteristics also have a significant effect on organizational commitment. Extraversion, conscientiousness, agreeableness and openness to experience among personality characteristics positively affect the organizational commitment. It was observed that neuroticism had a positive effect on organizational commitment, contrary to expectations. The relationships between the relevant two concepts affecting organizational commitment were also found significant. A positive relationship was found between psychological capital and conscientiousness, agreeableness and openness to experience while a negative and significant relationship was found between psychological capital and neuroticism. Contrary to expectations, a negative and significant relationship was achieved between psychological capital and extraversion.
16 citations
References
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
52,531 citations
"How does Organizational Justice inf..." refers background in this paper
...These remedies were, for instance, strong assurances of respondent confidentiality and use of different questionnaire sections, instructions, and response scales for different measures as recommended by Podsakoff et al. (2003)....
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Book•
01 Jan 1997TL;DR: SelfSelf-Efficacy (SE) as discussed by the authors is a well-known concept in human behavior, which is defined as "belief in one's capabilities to organize and execute the courses of action required to produce given attainments".
Abstract: Albert Bandura and the Exercise of Self-Efficacy Self-Efficacy: The Exercise of Control Albert Bandura. New York: W. H. Freeman (www.whfreeman.com). 1997, 604 pp., $46.00 (hardcover). Enter the term "self-efficacy" in the on-line PSYCLIT database and you will find over 2500 articles, all of which stem from the seminal contributions of Albert Bandura. It is difficult to do justice to the immense importance of this research for our theories, our practice, and indeed for human welfare. Self-efficacy (SE) has proven to be a fruitful construct in spheres ranging from phobias (Bandura, Jeffery, & Gajdos, 1975) and depression (Holahan & Holahan, 1987) to career choice behavior (Betz & Hackett, 1986) and managerial functioning (Jenkins, 1994). Bandura's Self-Efficacy: The Exercise of Control is the best attempt so far at organizing, summarizing, and distilling meaning from this vast and diverse literature. Self-Efficacy may prove to be Bandura's magnum opus. Dr. Bandura has done an impressive job of summarizing over 1800 studies and papers, integrating these results into a coherent framework, and detailing implications for theory and practice. While incorporating prior works such as Social Learning Theory (Bandura, 1977) and "Self-efficacy mechanism in human agency" (Bandura, 1982), Self-Efficacy extends these works by describing results of diverse new research, clarifying and extending social cognitive theory, and fleshing out implications of the theory for groups, organizations, political bodies, and societies. Along the way, Dr. Bandura masterfully contrasts social cognitive theory with many other theories of human behavior and helps chart a course for future research. Throughout, B andura' s clear, firm, and self-confident writing serves as the perfect vehicle for the theory he espouses. Self-Efficacy begins with the most detailed and clear explication of social cognitive theory that I have yet seen, and proceeds to delineate the nature and sources of SE, the well-known processes via which SE mediates human behavior, and the development of SE over the life span. After laying this theoretical groundwork, subsequent chapters delineate the relevance of SE to human endeavor in a variety of specific content areas including cognitive and intellectual functioning; health; clinical problems including anxiety, phobias, depression, eating disorders, alcohol problems, and drug abuse; athletics and exercise activity; organizations; politics; and societal change. In Bandura's words, "Perceived self-efficacy refers to beliefs in one's capabilities to organize and execute the courses of action required to produce given attainments" (p. 3). People's SE beliefs have a greater effect on their motivation, emotions, and actions than what is objectively true (e.g., actual skill level). Therefore, SE beliefs are immensely important in choice of behaviors (including occupations, social relationships, and a host of day-to-day behaviors), effort expenditure, perseverance in pursuit of goals, resilience to setbacks and problems, stress level and affect, and indeed in our ways of thinking about ourselves and others. Bandura affirms many times that humans are proactive and free as well as determined: They are "at least partial architects of their own destinies" (p. 8). Because SE beliefs powerfully affect human behaviors, they are a key factor in human purposive activity or agency; that is, in human freedom. Because humans shape their environment even as they are shaped by it, SE beliefs are also pivotal in the construction of our social and physical environments. Bandura details over two decades of research confirming that SE is modifiable via mastery experiences, vicarious learning, verbal persuasion, and interpretation of physiological states, and that modified SE strongly and consistently predicts outcomes. SE beliefs, then, are central to human self-determination. STRENGTHS One major strength of Self-Efficacy is Bandura's ability to deftly dance from forest to trees and back again to forest, using specific, human examples and concrete situations to highlight his major theoretical premises, to which he then returns. …
46,839 citations
"How does Organizational Justice inf..." refers background in this paper
...In different studies, the core constructs of PsyCap, namely, hope, optimism, resilience, and self-efficacy have been categorically described as psychological and personal resources (Avey, Luthans, & Jensen, 2009; Bandura, 1997; Hobfoll, 2001)....
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01 Jan 1973
TL;DR: In this paper, a six-step framework for organizing and discussing multivariate data analysis techniques with flowcharts for each is presented, focusing on the use of each technique, rather than its mathematical derivation.
Abstract: Offers an applications-oriented approach to multivariate data analysis, focusing on the use of each technique, rather than its mathematical derivation. The text introduces a six-step framework for organizing and discussing techniques with flowcharts for each.
Well-suited for the non-statistician, this applications-oriented introduction to multivariate analysis focuses on the fundamental concepts that affect the use of specific techniques rather than the mathematical derivation of the technique. Provides an overview of several techniques and approaches that are available to analysts today - e.g., data warehousing and data mining, neural networks and resampling/bootstrapping. Chapters are organized to provide a practical, logical progression of the phases of analysis and to group similar types of techniques applicable to most situations.
Table of Contents
1. Introduction.
I. PREPARING FOR A MULTIVARIATE ANALYSIS.
2. Examining Your Data.
3. Factor Analysis.
II. DEPENDENCE TECHNIQUES.
4. Multiple Regression.
5. Multiple Discriminant Analysis and Logistic Regression.
6. Multivariate Analysis of Variance.
7. Conjoint Analysis.
8. Canonical Correlation Analysis.
III. INTERDEPENDENCE TECHNIQUES.
9. Cluster Analysis.
10. Multidimensional Scaling.
IV. ADVANCED AND EMERGING TECHNIQUES.
11. Structural Equation Modeling.
12. Emerging Techniques in Multivariate Analysis.
Appendix A: Applications of Multivariate Data Analysis.
Index.
37,124 citations
TL;DR: In this paper, the authors provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development, and present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests.
Abstract: In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
34,720 citations
"How does Organizational Justice inf..." refers background or methods in this paper
...The significant chi-square difference between the constrained and unconstrained models thus provides evidence of discriminant validity (Anderson & Gerbing, 1988; Bagozzi, 1980; Bagozzi & Phillips, 1982) (see Table 3)....
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...A two-step process of analysis (Anderson & Gerbing, 1988; Medsker, Williams, & Holahan, 1994) with AMOS 16 (Byrne, 2010) was employed to test the hypotheses....
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...Construct Validity Convergent validity was assessed using two measures; first, by determining whether each indicator’s estimated path coefficient on its underlying construct was significant with a minimum loading of 0.5 (Anderson & Gerbing, 1988; Byrne, 2010; Hair....
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Book•
01 Jan 2000
TL;DR: Suitable for those new to statistics as well as students on intermediate and more advanced courses, the book walks students through from basic to advanced level concepts, all the while reinforcing knowledge through the use of SAS(R).
Abstract: Hot on the heels of the 3rd edition of Andy Field's award-winning Discovering Statistics Using SPSS comes this brand new version for students using SAS(R). Andy has teamed up with a co-author, Jeremy Miles, to adapt the book with all the most up-to-date commands and programming language from SAS(R) 9.2. If you're using SAS(R), this is the only book on statistics that you will need! The book provides a comprehensive collection of statistical methods, tests and procedures, covering everything you're likely to need to know for your course, all presented in Andy's accessible and humourous writing style. Suitable for those new to statistics as well as students on intermediate and more advanced courses, the book walks students through from basic to advanced level concepts, all the while reinforcing knowledge through the use of SAS(R). A 'cast of characters' supports the learning process throughout the book, from providing tips on how to enter data in SAS(R) properly to testing knowledge covered in chapters interactively, and 'real world' and invented examples illustrate the concepts and make the techniques come alive. The book's companion website (see link above) provides students with a wide range of invented and real published research datasets. Lecturers can find multiple choice questions and PowerPoint slides for each chapter to support their teaching.
25,020 citations
"How does Organizational Justice inf..." refers background or methods in this paper
...3 were eliminated from the scale to improve the corresponding alpha values (Everitt & Skrondal, 2010; Field, 2005)....
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...Therefore, items with total correlation less than 0.3 were eliminated from the scale to improve the corresponding alpha values (Everitt & Skrondal, 2010; Field, 2005)....
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