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Copyright of Contaduría y Administración is the property of Facultad de Contaduria y Administracion-Universidad Nacional Autonoma de Mexico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Retos, Revista de Ciencias Administrativas y Económicas is the property of Universidad Politecnica Salesiana and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Ciencias Sociales is the property of Revista de Ciencias Sociales and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Ciencias Administrativas is the property of Universidad Nacional de La Plata and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Psicología (Santiago) is the property of Universidad de Chile and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Acta Colombiana de Psicologia is the property of Universidad Catolica de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

How do salaried workers respond to unfair situations in their workplaces? This article examines different repertoires of action deployed by workers in the Chilean labor context, characterized by high levels of wage inequality and a weak union structure. Eight focus groups are analyzed in which workers discussed how to respond to perceived injustices in the workplace. The article identifies five repertoires that have varying degrees of legitimacy according to the socioeconomic level of the group: neoliberal, managerial, trade union, fatalistic, and resilient. It argues that the neoliberal repertoire offers professional groups a greater capacity to respond to distributive and procedural injustices, while the resilient repertoire would offer unskilled workers a set of cultural tools to deal with grievances in the workplace. A greater adoption of a managerial repertoire among supervisors is driven by their motivation to manage the work environment in contexts of low union legitimacy and fear of conflict. The article concludes that in highly deregulated labor contexts, such as the Chilean case, a differentiated appropriation of repertoires could contribute to reinforcing existing inequalities at work. [ABSTRACT FROM AUTHOR]

Copyright of Human Review is the property of Eagora Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: To identify the statistical relationship between the variables of organizational citizenship behavior (OCB) in relation to staff satisfaction and retention among the generation of millennial workers through the technique of structural equations. Methodological Design: It is a cross-sectional quantitative study through questionnaires in a population of 385 millennials from the Laja-Bajio region in Mexico. Firstly, the questionnaire was validated through exploratory factor analysis; subsequently, the model was validated through structural equations. In both analyses, the results were satisfactory according to accepted statistical criteria. Results: It was shown that there is a positive causal relationship between individual and collective organizational citizenship behavior, collective organizational citizenship behavior with job satisfaction and, finally, satisfaction with the retention of millennial workers. The relationship between individual organizational citizenship behavior and job satisfaction was not tested. Research limitations: The study is limited only to the study of the relationship between the OCB and the satisfaction and retention of millennial staff. It is necessary to extend the study to other variables such as organizational justice, personal traits, perceived productivity, etc. In addition, it is necessary to extend it to other regions of the Mexican territory. Findings: Organizational citizenship behavior contributes to the explanation of the phenomenon of retention of millennials at work. This finding reinforces international literature on the contribution of this behavior of workers and its repercussions at work. [ABSTRACT FROM AUTHOR]

This article analyzes the relationship between organizational justice and engagement in oral health personnel working in private clinics in Armenia, Quindío. The study uses the UWES and EJOC instruments to obtain results and expand empirical evidence on these variables. The article highlights the importance of organizational justice in retaining workers in the company and its relationship with positive attitudes towards work and employee well-being. The aim is to promote human management based on fair and equitable principles and improve the employees' work experience. [Extracted from the article]

Copyright of 3C Empresa is the property of Area de Innovacion y Desarrollo, SL and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Nowadays, organizations need to have committed, qualified and satisfied people, that is why day by day companies strive to offer fair and competitive environments in order to be successful. The objective of this investigation was to analyze whether organizational justice impacts the psychological capital and job satisfaction of employees at the operational level, who work in a company in the automotive industry on the northern border of Chihuahua. The work was of a quantitative, non-experimental, cross-sectional and correlational type. A probabilistic sample was considered and 329 surveys were applied to workers at the operational level, which were provided in the work environment. The data collected was analyzed by estimating partial least squares [PLS]. The model was run with Smart PLS3 software. The results show that the relationships proposed are significant: justice positively and significantly affects job satisfaction and psychological capital, at the same time that psychological capital significantly influences job satisfaction. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Filosofía UIS is the property of Universidad Industrial de Santander and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal Public Administration & Social Management / Administração Pública e Gestão Social is the property of Administracao Publica e Gestao Social and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research addressed the formulation of a didactic design model for the construction of virtual courses. This work is done based on the Distance Education Mediation Pedagogical Model of the University of the Amazon and a literary review, with conceptual and experimental contributions from teachers in the Distance Education modality and from the analysis of four fundamental dimensions: organizational, communicational, technological and didactic-pedagogical. These dimensions guide the structure of a virtual course. The main goal of this research work was framed under the formulation of a didactical design model guiding the construction of virtual courses for didactical mediation in the distance education modality. Erudite authors, specialty publications and institutional experiences in virtual education were taken as referents. Based on this approach, a descriptive, interpretative and transformative study with a mixed approach (qualitative-quantitative) and grounded on the critical didactics theory, was carried out. It resulted in advances towards the construction of pedagogical and didactical guidelines which allow for a coherent articulation of pedagogy, communication, curriculum and technology in function of the construction of quality virtual courses through the pedagogical use of ICTs. [ABSTRACT FROM AUTHOR]

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Aula Abierta. Revista de Investigación, Formación e Innovación en Educación (RIFIE) is the property of Universidad de Oviedo, Servicio de Publicaciones and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Acciones e Investigaciones Sociales is the property of Facultad de Ciencias Sociales y del Trabajo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Contexto: Revista de la Facultad de Ciencias Económicas Administrativas y Contables is the property of Universidad La Gran Colombia, Seccional Armenia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

There are several measures of organizational justice available in organizational literature; however, Colquitt Organizational Justice Scale (COJS) is the most widely used in research. The aim of this study is to analyze the psychometric properties of the COJS in a sample of working people in Puerto Rico. The sample consisted of 383 employees from various sectors. We analyze the psychometric properties of COJS using confirmatory factor analysis with structural equation modeling. We also analyzed the discriminant and concurrent validity, and reliability of the scale. Results indicate that the COJS has a multidimensional structure of four factors (procedural, distributive, interpersonal and informational) with excellent reliability indicators. We conclude that COJS has adequate psychometric properties to be use in Puerto Rican organizational context. [ABSTRACT FROM AUTHOR]

Many studies have been conducted about the relationship of organizational justice and organizational citizenship behaviors. However, there still are questions regarding the psychological processes that explain the relationship. This study tests the mediating role of work engagement as a psychological process that explains the relationship between organizational justice and organizational citizenship behaviors. A sample of 144 employees from multiple occupational industries (service, sales, among others) in Puerto Rico participated in this study. The results from structural equation with Partial Least Squares support our hypothesis: work engagement completely mediates the relationship between organizational justice and organizational citizenship behaviors. When employees are treated in a fair way, work engagement is fostered, which in turn, predicts organizational citizenship behaviors. [ABSTRACT FROM AUTHOR]

Copyright of Investigaciones Turisticas is the property of Investigaciones Turisticas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Diversitas (17949998) is the property of Universidad Santo Tomas, Facultad de Psicologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper reviews the progress in the line of research on Service Organizations at IDOCAL (Research Institute on Personnel Psychology, Organizational Development, and Quality of Working Life, University of Valencia), and its integration with international research efforts. The investigation we have carried out has as common general objective the compatibility of the well-being and performance of workers (the latter in terms of service quality to users), in accordance with the strategy of the European Union to end the crisis. The main topics covered are service quality, service climate, well-being, and organizational justice. In general, our findings indicate the existence of positive synergies between well-being and performance in the service sector. [ABSTRACT FROM AUTHOR]

This research paper presents a study whose purpose is the linguistic adaptation and validation of the Colquitt Justice Organizational Questionnaire, which was created in The United States of America. The adaptation of the Colombian version of this questionaire went through two procedures, based on the Cognitive Aspects of Survey Methodology (CASM), with the discretion of experts and cognitive interviews. This linguistic and cultural adaptation was made from a Chilean questionnaire version. The results, given by experts, were evaluated using Aiken's coefficient V and at the same time, this information was confirmed using cognitive interviews given to 16 people. Finally, it was given to 127 workers whom belonged to five different national companies of different economic fields. The results show that in this sample, the definition of Organizational Justice, replicates a four-factor dimensionality in relation with the original proposal. Additionally, this version is reliable using 0,87 Cronbach Alfa. [ABSTRACT FROM AUTHOR]

Copyright of Politica y Sociedad is the property of Universidad Complutense de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista CES Derecho is the property of Universidad CES and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this research was to study the relationship between organizational citizenship behaviors (OCB) in the workplace and personality based on the five factor model, job satisfaction, organizational commitment, organizational justice, and psychological contract. A number of 121 employees participated in this research, from different organizations in which 62.8% (76) were women and 33.9% (41) men. The average age of the sample was 34.15 years of age with a standard deviation of 10.61. A total of 69.4% (84) worked for a private organization, 64.5% (78) had tenure position, and only 19.8% (24) worked in a management position. Results suggest that many of these organizational variables and personality traits are related to OCB in varied degrees. Many of these organizational variables and the personality factors Extroversion and Openness are predictors of OCB. Organizational implications of the present findings are discussed. [ABSTRACT FROM AUTHOR]

This article discusses the organization and functioning of the instances of the ordinary courts in the department of Aguascalientes, during the Second Empire, with the aim of identifying the main problems they faced judicial branch officials and some local political authorities imperial comply with the provisions that were issued for the whole country. The case of Aguascalientes has specific, relative to other states in Mexico, because from the early years of the Independence had struggled to establish itself as a state of the federation and had to go through various legal and territorial changes, which further complicated the functioning of imperial judicial institutions. [ABSTRACT FROM AUTHOR]

Copyright of Estudios Gerenciales is the property of Universidad ICESI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article analyzes the moderating role of anomia in the relationship between perceptions of organizational justice and the employee misuse of Internet or cyberloafing. The model suggests that anomia interacts on the link between organizational justice and cyberloafing. Data were collected from a sample of 270 (17.46%) teachers of a Spanish university, using e-mail via Intranet. Hierarchical multiple regression results show that anomia indeed acts a moderator of the link justice-cyberloafing. This moderating role was more relevant in the case of procedural justice. The findings contribute to a better knowledge of how injustice perceptions lead employees to cyberloafing. Finally, the implications and limitations of the study are presented as well as some recommendations. [ABSTRACT FROM AUTHOR]

To date, theory and research on organizational justice has focused on the victim's perspective, and the third party's perspective has received little systematic attention. In this study a model proposed by Skarlicki and Kulik (2005) on third-party reactions to employee mistreatment has been applied. Data were obtained from a sample (N= 586) of officers into the Spanish Army via a mailed survey regarding their perceptions of organizational unfulfilment of promises made during the professional soldiers' recruitment campaign. Structural equation modelling was used and results showed that organizational unfulfilment of promises, employee performance and employee organizational commitment explained internal attributions blaming the organization. Moreover, collaborative organizational culture and internal attributions accounted a great percentage of variance in supervisors' perceptions regarding organizational unfairness. [ABSTRACT FROM AUTHOR]

The article discusses the union rights of police in Brazil. It explains that Brazilian civil police enjoy the right to organize and strike granted by domestic and international law, but that military police do not, noting that Convention 87 of the International Labor Organization allows national governments to establish the union rights of police and military personnel. The article further notes that the Universal Declaration of Human Rights guarantees the right of all individuals to organize and join unions.

Personnel selection is nowadays a key procedure in human resources management. Fairness, organizational justice and non-discrimination have become a must in selection procedures in line with the increasing social demand. Given these social demands for fairness, equity and non-discriminatory access to employment besides the requirements of ability, efficacy and meritocracy, this controversy should be cleared through appropriate models and methods. This paper reviews the state of the art in Spain within the European context. In addition, some suggestions are given in order to improve selection methods and practices in organizations. [ABSTRACT FROM AUTHOR]

This article reviews the implications of justice in the organizational environment. The concept of Organizational Justice is analyzed regarding its historic development and its main theoretical characteristics. Furthermore, the concept of Organizational Justice is related to some key factors on organizational dynamics. Organizational Justice is analyzed in relation to four kinds of justice: 1) Distributive Justice; 2) Procedural Justice; 3) Interpersonal Justice; and 4) Informational Justice. Each one of these different kinds of conceptualizations translates into specific organizational outcomes. This article reviews some prior research aimed at better comprehend the relationships between Organizational Justice and commitment, job satisfaction, lay-off, theft and organizational citizenship behavior. [ABSTRACT FROM AUTHOR]

El artículo discurre sobre el concepto de la justicia en las organizaciones latinoamericanas. El autor comenta sobre la justicia distributiva y la administración de la justicia en el entorno empresarial. También se considera la relación entre la justicia organizacional y la psicología, y se examina la filosofía de la igualdad.