Perception of Procedural Justice on Organisational Commitment of Survivors ' of Layoffs in Selected Organisations in Ghana (original) (raw)
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Public Policy and Administration Research, 2012
This study examined how locus of control and self esteem are associated with organisational commitment of survivors of layoffs in selected organisations in Ghana. Two hundred and nineteen participants (survivors of layoffs) were made to complete survey items on locus of control, self esteem and organisational commitment. Using MANOVA and Hierarchical Multiple Regression analysis; results indicated that internals reported significantly higher overall, affective and normative organisational commitment than externals. Internals and externals, however, did not differ in terms of continuance commitment. Self esteem did not predict normative commitment among the participants. Based on these findings, implications for managing downsizing and layoffs have been discussed.
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This research aims to investigate and analyze further relates to the affect which caused by organizational commitment and organizational justice to turnover intention through job satisfaction as its mediator on the employees of PT. Bank XYZ at Regional Office in Jakarta BSD. The criteria of research sample used was permanent employees. The sampling method done by proportional stratified random sampling with a total samples of 154. The data collection technique used a questionnaire. Data analysis method used SEM-PLS. The results showed that the organizational commitment had a positive and significant impact on job satisfaction, but had a negative and significant impact on turnover intention. Organizational justice had a negative and significant impact on turnover intention variables, but had a positive and significant impact on job satisfaction. Job satisfaction had a negative and significant impact on turnover intention. Moreover, job satisfaction in its influence on organizational ...
Communication, procedural justice and employee attitudes
This study examines the relationships among managerial communication, perceptions of the procedural justice of layoffs, and employee attitudes within the context of divestiture. As we expected, employee perceptions of procedural justice regarding the divestiture predicted, at one point in time, trust in new ownership and, two months later, post-divestiture commitment to the organization. Also as hypothesized, perceptions of the justice of the divestiture explained variance in trust and commitment above and beyond that explained by the perceived justice of the layoffs. Finally, as predicted, managerial communications that helped employees understand the events surrounding the divestiture increased perceptions of the procedural justice of the divestiture and layoffs, and had both indirect and direct effects on future commitment.
The Effect of Organizational Justice on Job Satisfaction and Impact on Turnover Intention
Russian Journal of Agricultural and Socio-Economic Sciences
This study was conducted to determine the effect of distributive justice, procedural justice, and interactional justice on employee job satisfaction and turnover intention at Batan Waru Restaurants Lippo Mall Kuta. The study was conducted on employees Batan Waru by the number of respondents as many as 42 employees. The test results distributive justice positive and significant impact on employee satisfaction, procedural fairness positive and significant impact on employee satisfaction, interactional fairness positive and significant effect on employee satisfaction. Distributive justice negative and significant impact on turnover intention, procedural fairness negative and significant impact on turnover intention, interactional fairness negative and impact on turnover intention, employee satisfaction negative and significant impact on turnover intention. The limitation of this study is the location of this research will be in the scope of the restaurant industry in Batan Waru Lippo Mall, Kuta, so the results of this study cannot explain the circumstances of the other restaurants besides restaurants Batan Waru Lippo Mall, Kuta.
Perceptions of procedural justice in the retrenchment of managers
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In this study, the researcher attempted to establish whether demographic variables, the context of lay-offs and layoff support factors affect retrenched managers’ perceptions of procedural justice with regard to their retrenchment. The results confirm that several factors affect managers’ perceptions of procedural justice. Five independent variables (voluntary vs. involuntary severance, lay-off magnitude, severance compensation, outplacement support and job search stress) accounted for 47,9 per cent of the variance in retrenched managers’ perceptions of procedural justice. It is doubtful that managers will perceive their retrenchment as fair if organisations fail to provide considerable concrete support, including severance pay, outplacement support and job search facilities. Opsomming In hierdie studie het die navorser gepoog om vas te stel of demografiese veranderlikes, die konteks van aflegging en afleggingondersteunings-faktore afgelegde bestuurders se persepsies van prosedurele...
The Journal of Psychology, 2006
The authors examined perceptions of distributive justice, procedural justice, trust, organizational conimitmetit, organi/atiotia! satisfaction, and turnover intenlions among survivors iti an organization that had recctitly completed an organizational downsizing. Results suggested that trust partially mediated the relationship between distributive justice and both organizational .satisfaction and affective commitment. Additionally, the relaiionship between procedural justice and turnover intentions was mediated by trust perceptions.
2018
This study explains about organizational justice including procedural justice and distributive justice and its effect on organizational commitment, where job satisfaction is used as a mediation variable. The method used in this study is case study on employees of education institution in Purwokerto. Questionnaires were administered to 74 employees from the management level to the staff level as the respondents. Data analysis techniques used are the analysis of PLS (Partial Least Square) using SmartPLS 3.0. The results showed that Procedural Justice, Distributive Justice has significant effect on Job Satisfaction, and Job Satisfaction has significant effect on Organizational Commitment. It also proved that job satisfaction could mediate the relationship between procedural justice and organizational commitment but it cannot mediate the relationship between distributive justice and organizational
The effects of justice dimensions on job satisfaction and organizational commitment
2005
The purpose of the current study is to measure the effects of distributive justice, procedural justice, and interactional justice on frontline employees' job satisfaction and organizational commitment. The study also aims to measure the effect of job satisfaction on organizational commitment. The study was conducted with a sample of frontline hotel employees in the Turkish Republic of Northern Cyprus. Stepwise regression analysis was employed in order to test the hypotheses. The results demonstrated that distributive, procedural, and interactional justice were positively related to frontline employees' job satisfaction. Although interactional justice exerted a significant positive impact on organizational commitment, distributive and procedural justice did not. In addition job satisfaction did not have a significant relationship with organizational commitment. Managerial implications, limitations and directions for future research are provided in the study.