Data · dataset · 2001
Effects of Procedural and Distributive Justice on Organizational Politics, Organizational Commitment and Job Satisfaction
Listed in Harvard Dataverse
Regarding justice in work organizations, nothing that a social exchange relationship develops between employees and their supervisors.
Description
Employee will have different behavior by comparison of input and output in organizations. We examined three important factors to organizational justice, that is distributive justice, procedural justice, and interactive justice.
The purpose of this study was to test the social exchange model in which organizational justice is central to the development of employees\' trust in their supervisor. The supervisor-employee relationship was the focus of our study because social exchange implies an informal contract between employees and their supervisor. The employee\'s political behavior within organization, organizational commitment and job satisfaction have related to trust in supervisor.
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Therefore, the purpose of this study is to test \"trust in supervisor\" as a mediator, and investigating mention the trust influenced by organizational justice and affect employee\'s political behavior, organizational commitment and job satisfaction advanced. The results of this study as follow: 1. Organizational justice is significantly positive related to trust in supervisor. 2.
Organizational justice is significantly negative related to organizational political behavior. 3. Organizational justice is significantly positive related to organizational commitment. 4. Organizational justice is significantly positive related to job satisfaction. 5.
Trust in supervisor is significantly negative related to organizational political behavior, but significantly positive related to organizational commitment and job satisfaction. 6. Trust in supervisor is a mediator between organizational justice and organizational political behavior and job satisfaction, but not between organization justice and organizational commitment.
Links
Where it is published
- Dataverse dataset page dataverse.harvard.edu/dataset.xhtml?persistentId=doi%3A10.6141%2FTW-SRDA-E88048-1 ↗
landing page · from Harvard Dataverse
- DOI doi.org/10.6141/tw-srda-e88048-1 ↗
DOI / persistent id · from Harvard Dataverse
Catalogue records · 1
- Dataverse API dataverse.harvard.edu/api/datasets/:persistentId/?persistentId=doi%3A10.6141%2FTW-SR… ↗
metadata API · from Harvard Dataverse
Topics
- Inferred from text
- Human resources and industrial relations 75%
Provenance · 1 source records, 6 field assertions
| Source | Key | Last seen | Raw |
|---|---|---|---|
| Harvard Dataverse | doi:10.6141/TW-SRDA-E88048-1 | 11 d ago | JSON v1 |
| Field | Assertion | Extractor | Evidence |
|---|---|---|---|
| concepts[field].anzsrc:group:3505 | enrichment · Harvard Dataverse | taxonomy-embedding@1.1.0 | title+keywords+description (75%) |
| created_date | source · Harvard Dataverse | connector:dataverse@1.0.0 | |
| description | source · Harvard Dataverse | connector:dataverse@1.0.0 | /description |
| publication_date | source · Harvard Dataverse | connector:dataverse@1.0.0 | |
| title | source · Harvard Dataverse | connector:dataverse@1.0.0 | /name |
| updated_date | source · Harvard Dataverse | connector:dataverse@1.0.0 |