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Author: Noura Farouk Tabbara
Publisher:
ISBN:
Category :
Languages : en
Pages : 102
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Book Description
The aim of this research is to study the relationship between Organizational Justice and Organizational Citizenship Behavior. The main question is: Do fairness perceptions influence employee citizenship? The project starts with a brief literature review of past research done on the subject and other related subjects. --Chapter II starts with a definition of Organizational Justice along with its three dimensions: Distributive Justice, Procedural Justice and Interactional Justice. Next, a view of the major factors that influence Justice Perceptions such as Organizational Outcomes, Organizational Practices and the Characteristics of the perceiver is depicted. Then a list of the outcomes of Justice Perceptions that have been mostly researched in the past years is presented among which is OCB which is the outcome of interest to our study. --Chapter III outlines the research's methodology. It begins with an overview of the sample under study. It describes the measures used in the questionnaire to assess OCB, Organizational Justice and Job Satisfaction. Following that, it identifies the tools used to analyze the data collected and submit the results of the analysis. --In Chapter IV, there is a discussion of the findings of the study in terms of the hypotheses that are supported by the testes conducted and it compares same to previous literature.--Finally, Chapter V points out the limitations of the study, the managerial implications and the recommendations for future research on the subject.
Author: Noura Farouk Tabbara
Publisher:
ISBN:
Category :
Languages : en
Pages : 102
Get Book Here
Book Description
The aim of this research is to study the relationship between Organizational Justice and Organizational Citizenship Behavior. The main question is: Do fairness perceptions influence employee citizenship? The project starts with a brief literature review of past research done on the subject and other related subjects. --Chapter II starts with a definition of Organizational Justice along with its three dimensions: Distributive Justice, Procedural Justice and Interactional Justice. Next, a view of the major factors that influence Justice Perceptions such as Organizational Outcomes, Organizational Practices and the Characteristics of the perceiver is depicted. Then a list of the outcomes of Justice Perceptions that have been mostly researched in the past years is presented among which is OCB which is the outcome of interest to our study. --Chapter III outlines the research's methodology. It begins with an overview of the sample under study. It describes the measures used in the questionnaire to assess OCB, Organizational Justice and Job Satisfaction. Following that, it identifies the tools used to analyze the data collected and submit the results of the analysis. --In Chapter IV, there is a discussion of the findings of the study in terms of the hypotheses that are supported by the testes conducted and it compares same to previous literature.--Finally, Chapter V points out the limitations of the study, the managerial implications and the recommendations for future research on the subject.
Author: Jerald Greenberg
Publisher: Psychology Press
ISBN: 1134811020
Category : Business & Economics
Languages : en
Pages : 657
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Book Description
Matters of perceived fairness and justice run deep in the workplace. Workers are concerned about being treated fairly by their supervisors; managers generally are interested in treating their direct reports fairly; and everyone is concerned about what happens when these expectations are violated. This exciting new handbook covers the topic of organizational justice, defined as people's perceptions of fairness in organizations. The Handbook of Organizational Justice is designed to be a complete, current, and comprehensive reference chronicling the current state of the organizational justice literature. Tracing the development of ideas regarding organizational justice, this book: *introduces the topic of organizational justice from a historical perspective and presents fundamental issues regarding the nature of organizational justice; *examines the justice judgment process, specifically addressing basic psychological processes, such as the roles of control, self-interest, morality, and trust in the formation of justice judgments; *discusses the consequences of fair and unfair treatment in the workplace; *focuses on such key issues as promoting justice in the workplace in ways that help manage stress, and the underlying processes that account for the effectiveness of justice applications; *examines the generalizability of the interaction between process and outcomes and focuses on the notion of cross-cultural differences in justice effects; and *summarizes the state of the science of organizational justice and presents various issues for future research and theorizing. This Handbook is useful as a guide for professors and graduate students, primarily in the fields of management and psychology. It also is highly relevant to professionals in the fields of communication, sociology, legal studies, marketing, and human resources management.
Author: Robert G. Folger
Publisher: SAGE Publications
ISBN: 1452262322
Category : Business & Economics
Languages : en
Pages : 307
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Book Description
Why are some acts, but not others, perceived to be fair? How do people who experience unfairness respond toward those held accountable for the unfairness? Organizational Justice and Human Resource Management reviews the theoretical organizational justice literature and explores how the research on justice applies to various topics in organizational behavior, including personnel selection systems, performance appraisal, and the role of fairness in resolving workplace conflict. Authors Robert Folger and Russell Cropanzano introduce a framework of organizational justiceùFairness Theoryùthat integrates previous work in this area by focusing on accountability for events with negative impact on material or psychological well-being. The book concludes with a chapter highlighting those topics that represent promising future directions for research. Researchers, scholars, and doctoral-level students in human resources, organizational behavior, and ethics will find this a timely, thought-provoking resource.
Author: Philip M. Podsakoff
Publisher: Oxford University Press
ISBN: 0190219017
Category : Psychology
Languages : en
Pages : 625
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Book Description
The Oxford Handbook of Organizational Citizenship Behavior provides a broad and interdisciplinary review of state-of-the-art research on organizational citizenship behaviors (OCBs), and related constructs such as contextual performance, spontaneous organizational behavior, prosocial behavior, and proactive behavior in the workplace. Contributors address the conceptualization and measurement of OCBs; the antecedents, correlates, and consequences of these behaviors; and the methodological issues that are common when studying OCBs. In addition, this handbook pushes future scholarship in this and related areas by identifying substantive questions, methods, and issues for future research. The result is a single resource that will inform and inspire scholars, students, and practitioners of the origins of this construct, the current state of research on this topic, and potentially exciting avenues for future exploration. This handbook is designed to meet the needs of a broad spectrum of researchers and advanced undergraduate and graduate students in a variety of disciplines including management, organizational behavior, human resources management, and industrial and organizational psychology, as well as those interested in studying citizenship behavior in a variety of organizational contexts including marketing, nursing, engineering, sports, and education.
Author: Staci R. Lipson
Publisher:
ISBN:
Category :
Languages : en
Pages : 92
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Book Description
ABSTRACT: This study investigated the relationship between personality and organizational citizenship behavior (OCB) and the influence that procedural justice has on this relationship. 55 participants from a real estate development company completed surveys determining the amount of OCB they exhibited at their jobs, and the degree of procedural justice they felt existed there. The NEO-P-R was used to measure personality based on the five factor model. Results found that the Agreeableness domain of personality correlated with OCB when employees felt they were treated fairly by their supervisors. Several Agreeableness facets of personality and one Conscientiousness facet of personality correlated with OCB as well. There were no significant relationships between personality and OCB when employees did not experience procedural fairness at work.
Author: Ali Farazmand
Publisher: Springer Nature
ISBN: 3030662527
Category : Law
Languages : en
Pages : 13623
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Book Description
This global encyclopedic work serves as a comprehensive collection of global scholarship regarding the vast fields of public administration, public policy, governance, and management. Written and edited by leading international scholars and practitioners, this exhaustive resource covers all areas of the above fields and their numerous subfields of study. In keeping with the multidisciplinary spirit of these fields and subfields, the entries make use of various theoretical, empirical, analytical, practical, and methodological bases of knowledge. Expanded and updated, the second edition includes over a thousand of new entries representing the most current research in public administration, public policy, governance, nonprofit and nongovernmental organizations, and management covering such important sub-areas as: 1. organization theory, behavior, change and development; 2. administrative theory and practice; 3. Bureaucracy; 4. public budgeting and financial management; 5. public economy and public management 6. public personnel administration and labor-management relations; 7. crisis and emergency management; 8. institutional theory and public administration; 9. law and regulations; 10. ethics and accountability; 11. public governance and private governance; 12. Nonprofit management and nongovernmental organizations; 13. Social, health, and environmental policy areas; 14. pandemic and crisis management; 15. administrative and governance reforms; 16. comparative public administration and governance; 17. globalization and international issues; 18. performance management; 19. geographical areas of the world with country-focused entries like Japan, China, Latin America, Europe, Asia, Africa, the Middle East, Russia and Eastern Europe, North America; and 20. a lot more. Relevant to professionals, experts, scholars, general readers, researchers, policy makers and manger, and students worldwide, this work will serve as the most viable global reference source for those looking for an introduction and advance knowledge to the field.
Author: Giap Binh Nga
Publisher: GRIN Verlag
ISBN: 3640643925
Category : Psychology
Languages : de
Pages : 20
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Book Description
Studienarbeit aus dem Jahr 2005 im Fachbereich Psychologie - Arbeit, Betrieb, Organisation, Ludwig-Maximilians-Universität München (Institut für Psychologie), Sprache: Deutsch, Abstract: This research shows some interesting suggestions for personnel work in a company or organization and broadens our view while doing job analysis.
Author: Christopher S. Chang
Publisher:
ISBN:
Category : Organizational behavior
Languages : en
Pages : 96
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Book Description
The purpose of the current study was to meta-analytically examine the relationships of organizational justice and organizational constraints with three performance criteria: task performance, organizational citizenship behavior (OCB), and counterproductive work behavior (CWB). A meta-analysis of 106 studies (n = 35699) revealed that task performance and OCB were positively related to all forms of organizational justice, but only task performance was negatively related to organizational constraints. On the other hand, CWB was negatively related to all forms of organizational justice and positively related to organizational constraints. Furthermore, different dimensions of organizational justice had differential relationships with performance criteria. Procedural and interactional justice had a weaker positive association with task performance compared to OCB. Procedural justice had a stronger positive relationship with OCB-O than OCB-I. With regard to the differential relationship between organizational constraints and performance, organizational constraints had a stronger negative relationship with task performance than OCB. Another significant finding was that negative emotions fully mediated the relationship between organizational constraints and CWB. The relationship between organizational justice with self-rated versus other-rated OCB was not significantly stronger for self-rated versus other rated OCB. Lastly, an unexpected finding was that organizational constraints had a stronger relationship with self-rated CWB than other-rated CWB. The study's implications for research and practice are discussed, and directions for future research are provided.
Author: Lynn M. Shore
Publisher: Routledge
ISBN: 1136493271
Category : Business & Economics
Languages : en
Pages : 632
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Book Description
"Employee-organization relationship" is an overarching term that describes the relationship between the employee and the organization. It encompasses psychological contracts, perceived organizational support, and the employment relationship. Remarkable progress has been made in the last 30 years in the study of EOR. This volume, by a stellar list of international contributors, offers perspectives on EOR that will be of interest to scholars, practitioners and graduate students in IO psychology, business and human resource management.
Author: Hooi Lai Wan
Publisher: Springer
ISBN: 9811000301
Category : Business & Economics
Languages : en
Pages : 286
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Book Description
This book presents the current state of knowledge concerning developments in organisational behaviour and human capital management in the new millennium. It features an in-depth study among managerial staff in the manufacturing sector in Malaysia to reflect employee perceptions of organisational justice, organisational citizenship behaviour, job satisfaction and manager-employee exchanges. Specifically, it seeks to establish the relationships between these constructs to better manage human capital. With globalisation and the increased career mobility of young talents, organisational citizenship behaviour is of paramount importance in order to retain these workers. The study’s greatest contribution is its identification of key indicators that influence organisational citizenship behaviour. Knowing which type of organisational justice is salient for each construct allows the management to proactively improve conditions at the workplace. In essence, this book is intended to draw attention to those aspects of managing human capital that ought to receive the most attention, but are often overlooked in practice. In light of ongoing global challenges, it seeks to improve governance at the workplace. It offers a valuable resource for researchers and practitioners alike, as well as graduate students writing their dissertations.
