Search

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.)

De acuerdo con la reciente literatura existente sobre la atractiva disciplina del happiness management, el objetivo de este estudio académico es analizar empíricamente las relaciones entre las dimensiones justicia organizacional, satisfacción laboral y compromiso afectivo con la felicidad y la intención de rotar. Con este fin, los autores de este artículo han tomado una población muestral de 393 personas dedicadas a la docencia en estas entidades en México durante la era de la Industria 4.0. Para analizar los datos se empleó la técnica estadística de ecuaciones estructurales por el método de covarianza. Los resultados alcanzados en este trabajo científico muestran, por un lado, que las variables satisfacción laboral, compromiso afectivo y justicia organizacional afectan positivamente en el constructo felicidad laboral. Y por el otro, que las dimensiones satisfacción laboral, justicia organizacional y compromiso afectivo se asocian negativamente con la intención de rotar. Toda esta información puede ser muy relevante para que los máximos responsables de las universidades de los países emergentes emprendan una dirección estratégica que promuevan íntegramente la felicidad laboral de los individuos que se dedican a la enseñanza en el interior de sus organizaciones. De este modo, este capital humano podrá desempeñar sus actividades profesionales en un entorno de emociones positivas, creatividad, alegría y bienestar subjetivo.

Copyright of Cuadernos de Administración is the property of Universidad del Valle 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 explores the relationship between occupational safety management practices (OSMP) and employee performance (EP), with a focus on the mediating role of organizational justice (OJ). The study is based on the oil and gas sector in Iraq, which is known for its high accident rate. The findings show that OSMP and OJ positively relate to EP, with safety investment, management commitment, and safety rewards having a particularly positive impact. OJ partially mediates the relationship between OSMP and EP. The study suggests that improving OSMP and increasing OJ can enhance employee performance in the oil and gas industry. [Extracted from the article]

This article discusses the concept of organizational justice and its relationship with job involvement in Saudi Government Ministries. The study found a positive correlation between organizational justice and job involvement in these ministries. The research aims to provide decision-makers in the Saudi public sector with valuable information on organizational justice and its impact on employees' jobs. The article also provides summaries of various studies conducted on organizational justice in different countries and sectors, emphasizing the importance of fair treatment and procedural justice in enhancing employee performance and satisfaction. The study recommends promoting organizational justice and creating an organizational climate that fosters employee involvement and respect. [Extracted from the article]

Esta investigación tuvo por objetivo analizar la capacidad predictiva de la percepción de justicia distributiva y justicia de interacción en la disposición al cambio organizacional en trabajadores durante la pandemia por covid-19. La población fue de 342 colaboradores de diversas organizaciones colombianas. El estudio se apoyó en un diseño predictivo transversal. Se utilizaron los instrumentos de justicia organizacional —adaptado a población colombiana— y cambio organizacional. Los resultados evidencian la existencia de la predicción del cambio organizacional como resultado de la percepción de justicia organizacional. De esta forma, las organizaciones se benefician en los procesos de cambio en los momentos en que exponen y dan certeza de los ajustes, afectaciones y decisiones a tomar por sus miembros, procurando que estos se transformen en agentes que acojan los cambios razonables y racionales que la institución procura. El contexto cambiante de la pandemia es una condición que limita la predicción de la justicia organizacional procedimental y el cambio organizacional en el nivel individual total.

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]

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]

El objetivo de esta investigación fue conocer la relación entre las variables justicia organizacional y compromiso organizacional en una muestra de 53 trabajadores del sector minero del Perú, a quienes se les administró la Escala de Justicia Organizacional y el Cuestionario de Compromiso Organizacional. La hipótesis que se planteó fue que existe asociación entre justicia organizacional y compromiso organizacional; así mismo, se plantearon algunas hipótesis específicas respecto de las dimensiones de la justicia organizacional con las dimensiones del compromiso organizacional. Los hallazgos de este estudio exploratorio muestran que existe una relación baja entre justicia organizacional y compromiso organizacional; mientras que un análisis entre las dimensiones, arrojaron que existe relación significativa y positiva entre justicia interpersonal y compromiso afectivo.

En la actualidad, las organizaciones tienen la necesidad de contar con personas comprometidas, calificadas y satisfechas. Por ello, cada día las empresas se esfuerzan en ofrecer entornos justos y competitivos con la finalidad de ser exitosas. El objetivo de esta investigación fue analizar si la justicia organizacional impacta sobre el capital psicológico y la satisfacción laboral de los empleados de nivel operativo que laboran en una empresa del ramo automotriz en la frontera norte de Chihuahua. El trabajo fue de tipo cuantitativo, no experimental, transversal y correlacional. Se consideró una muestra probabilística y se aplicaron 329 encuestas a trabajadores de nivel operativo, las cuales fueron suministradas en el entorno de trabajo. Los datos recabados fueron analizados mediante la estimación de mínimos cuadrados parciales (PLS). El modelo se corrió con el software Smart PLS3. Los resultados evidencian que las relaciones planteadas son significativas: la justicia incide positiva y significativamente sobre la satisfacción laboral y el capital psicológico. Además, el capital psicológico influye significativamente sobre la satisfacción laboral.

Copyright of Revista Gestão & Tecnologia is the property of Revista Gestao & Tecnologia 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 study is to examine the relationship between the job performance of physical education and sports teachers and their level of organizational justice and opposition. The study group was composed of 575 physical education and teachers of sports who were selected by the simple random method among individuals who worked as physical education and sports teachers in the state schools affiliated to the Istanbul Provincial Directorate of National Education in the 2019-2020 academic year. Data collection methods and tools used in this research; personal information sheet, job performance, organizational justice and organizational opposition scales were implemented. The obtained data were recorded with IBM SPSS 22.0 (version) package program and the all analyzes were accomplished with this statistics program. Descriptive information, subtitles and total scores of the scales were given by determining the frequency (f) and percentage (%) values. Correlation analysis was used as a statistical procedure. As a result, while there was no correlation between physical education and teachers of sport job performance and procedural justice, one of the subtitles of perception of justice, a low level of negative correlation was found between interaction, distributive justice and attitude towards organizational justice total score. Again, no relationship was found between job performance and the total score of vertical and horizontal opposition and organizational opposition which are sub-headings of organizational opposition. This may be due to the fact that administrators do not adequately reward the job performances of physical education and sports teachers due to increasing interest of managers towards teachers who conduct lessons for exams important in terms of students. In addition, it is thought to be caused that physical education and sports teachers do not have any difficulties in expressing themselves due to both their professional competencies and their selfexpression and high communication skills that physical education and sports bring them. [ABSTRACT FROM AUTHOR]

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.)

Introduction/objective: HR practices have been widely studied in the literature. However, critical research gaps remain unexplored. Little attention has been paid to the relationship between HR practices and well-being, or the mechanisms that explain the effect of HR on employees' wellbeing, and the role of gender in this relationship. Hence, this study aims to examine the relationship between HR practices and well-being (eudemonic and hedonic) through organizational justice, taking into account gender. Method: A convenience sampling technique was used in a correlational design. The sample was composed of 1647 employees from 42 Spanish organizations. Our measures were HR practices, organizational justice, and hedonic and eudemonic wellbeing. Multi-group structural equation models were computed. Results: The results supported our hypothesis, which mainly stated that (1) organizational justice (distributive, procedural and interactional justice) mediated the relationship between HR practices and eudemonic and hedonic well-being; (2) there were differences between men and women in this mediation. Conclusions: Human resource practices and organizational justice offer tools to HR managers in order to maintain and improve employees' well-being levels within their organizations. [ABSTRACT FROM AUTHOR]

Background: Job insecurity has been widely researched. However, there have been inconsistent results about the association between job insecurity and job performance. This study proposed a multi-group mediation model to explain the underlying mechanisms of this relationship according to psychological contract and social exchange theory. Method: Data were collected through a survey. The sample was composed of 1,435 employees in 138 organizations from two European countries (i.e. Spain and Austria). Results: Results showed that job insecurity was indirectly related to OCB and self-rated performance through the three types of organizational justice (distributive, procedural, and interactional justice); and these relationships varied depending on the type of contract. Conclusions: This study contributes to a better understanding of the relationship between job insecurity and performance by clarifying underlying mechanisms according to the type of contract. [ABSTRACT FROM AUTHOR]

Biodata have been widely used in personnel selection for a long time, mainly due to their predictive validity in different contexts, low faking, and positive applicant reactions. At the same time, some disadvantages need to be highlighted, with discriminatory content representing a major concern. In order to shed light on these issues, the objectives of the present research are twofold: firstly, we aim to develop biodata items for personnel selection for the provision of managerial positions in Public Administration and, secondly, we aim to test the fuzzy logic method as a valid approach for the development of biodata scales, with a view to choosing the best biodata items in terms of job performance, fairness, and privacy, according with manager and applicant perspectives. Participants assessed 26 items according to traditional and fuzzy rules, resulting in 8 highly effective items. Then, both approaches were compared: fuzzy logic turned out to have similar results as the traditional approach. Finnally, future developments in research an practical implications in the field are suggested. [ABSTRACT FROM AUTHOR]

Copyright of Risk, Hazards & Crisis in Public Policy is the property of Wiley-Blackwell 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 Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho 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 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 Revista Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho 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 Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations 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.)

Este artículo expone los resultados de una revisión documental de los conceptos de justicia organizacional, desempeño laboral en relación al colectivo de personas en situación de discapacidad. La pesquisa se efectuó en bases de datos bibliográficas de acceso abierto y restringido a textos completos y referenciales en línea, textos impresos en bibliotecas de instituciones de educación superior. Los hallazgos fundamentan la evidencia del nivel de incidencia que tienen las acciones de las empresas en las percepciones de justicia organizacional de sus empleados y la relación que existe entre estas y el desempeño laboral. Sin embargo, esta correlación ha sido establecida en trabajadores sin limitaciones o restricciones en sus funcionamientos, pero no en empleados con alguna situación de discapacidad y menos aún en el contexto colombiano. Abstract This article presents the results of a literary review on the concepts of organizational justice and work performance in connection to the people with disabilities. The search was performed on open access bibliographical databases, restricted to full texts and reference texts online and printed versions in higher education institutional libraries. The findings give ground to the evidence of the incidence of the actions of the companies on the organizational justice perspective of employees and the relationship between them and the work performance. However, this correlation has been established on workers without limitations or restrictions on their performance, but not on employees with a given disability, much less in Colombian context.

Prosocial behavior is that which that encourages solidarity and harmony in interpersonal relationships, and produce personal or collective benefits. Although early research on job prosociality was focused on the study of conventional behaviors such as help, courtesy and sportsmanship, the identification and operationalization of new dimensions is rapidly expanding this nomological network. Such is the case of prosocial voice and prosocial silence, recently introduced in the scientific literature. The aim of this study is to explore possible relationships between employee’s voice and employee’s silence, and their personality structure; and examine the role of interpersonal justice perceptions on such relationships. We worked with a sample of 316 employees- aged 37 years and holding a 4.2-year signority working at public and private companies in southern and central Rosario (Argentina). The subjects completed Colquitt’ Justice Organizational Scale, Eysenck Personality Questionnaire, and Van Dyne’s Prosocial Voice and Prosocial Silence Scales. Extraversion and neuroticism emerged as the strongest predictors of prosocial voice and prosocial silence, respectively. Interpersonal justice perceptions emerged as moderators of the ‘natural’ tendency of extraverted workers to engage in prosocial voice, and emotionally controlled workers to engage in prosocial silence. Such findings would indicate that the promotion of high levels of interpersonal justice on job contexts could help workers to engage in more prosocial behavior with positive effects for the organization.

Despite being a topic widely studied, voluntary employee turnover still raises many questions and debates. In this sense, the purpose of this qualitative study was to investigate the reasons behind the decision to change jobs, expressed by former employees of a large public Brazilian company. The selection of subjects included, on the one hand, younger employees who left before completing 10 years of work in the company and, on the other, more experienced employees who left after 20 years of work. The results showed that, for the younger professionals, the decision to leave was predominantly motivated by extrinsic rewards and by their dissatisfaction with promotion and recognition practices prevailing in the company. For the more experienced, it was decisive the seeking of new professional challenges and the prospect of having their knowledge, acquired over the years, being more valued. [ABSTRACT FROM AUTHOR]

Copyright of Cuadernos de Trabajo Social 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.)

The current study was conducted among employees in several organizations (N = 260). We investigated the relationships between the two leadership styles (the predictors) and several individual and organizational work outcomes among two age categories. For the young-to-adults age group, both transformational and transactional leadership associated positively with organizational justice; organizational justice associated positively with work commitment and work motivation; both transformational and transactional leadership associated positively with work motivation; and only transformational leadership associated positively with work commitment. Transactional leadership and work commitment were not significantly correlated. For the older group, transformational leadership associated positively with organizational justice; however, transactional leadership linked to it negatively. Organizational justice associated positively only with work commitment. Organizational justice and work motivation were not significantly related. Important implications are discussed. [ABSTRACT FROM AUTHOR]

This study explores the influences of organizational socialization on the intention to stay and innovative behaviours using a two-time design with a sample (N = 308) of volunteers who provide advice and guidance. Furthermore, it analyses the mediating role of perceptions of organizational justice on the relationships between socialization and results. Our findings support the proposed hypotheses; that is, they showed that the higher the organizational socialization, the higher the intention to stay and the more innovative behaviour shown by the volunteers, and that both effects are mediated by the perceived organizational justice. The practical implications are discussed. [ABSTRACT FROM AUTHOR]

Background: Interest in measuring the perception of organizational justice has been growing in recent years due to its proven ability to produce significant organizational outcomes such as well-being and emotional exhaustion. In Spain, the Organizational Justice Scale (OJS) can be highlighted as an instrument which has shown good psychometric properties in previous research in the hotel industry. This study provides further evidence of the characteristics of the OJS using a large multisectorial sample. Method: Participants comprised 849 employees from different occupational sectors. The structure of the OJS was studied by means of an exploratory and confirmatory factor analysis splitting the sample up into two random subsamples. The reliability and validity of each dimension was also analyzed. Results: Results indicated a three-factorial structure: distributive, procedural, and interactional, offering adequate reliability and validity. As expected, positive correlations were found between perception of organizational justice and well-being, and negative correlations with respect to emotional exhaustion. Conclusions: OJS is an appropriate tool for use by researchers and practitioners in the study of the perception of organizational justice in Spain, additionally ensuring adequate validity and reliability. [ABSTRACT FROM AUTHOR]

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 Trabalho EnCena is the property of Trabalho EnCena 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 objective of this study is to understand how young apprentices perceive organizational justice, retaliatory behaviors and their possible connections in the workplace. Young workers, little researched in the country, have peculiarities different from the others. In the construction of the theoretical reference, it was observed a predominance of quantitative studies and recommendations for conducting research with a qualitative approach. Then, we opted for this research a qualitative approach, conducting 23 interviews and subsequent content analysis. It was found that the researched public, contrary to literature reports, it has realized the working environment as predominantly fair and the retaliatory behavior is little common. Given the social vulnerability condition and socioeconomic context specifically addressed to the public that were researched, the relevance of this study focuses on understanding the reasons wrapped in the formation of the panorama verified, offering greater reflectivity for studies on such issues and such social actors in the field of organizational behavior. [ABSTRACT FROM AUTHOR]

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.)