أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان
This quantitative study investigates the impact of organizational justice on job performance: morale is the intermediate factor in cement companies in the Sultanate of Oman. As the cement sector is considered one of the key sectors in the Sultanate of Oman that should meet the needs of individuals w...
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my-usim-ddms-13263 |
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uketd_dc |
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Universiti Sains Islam Malaysia |
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USIM Institutional Repository |
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other |
| topic |
Organizational behavior--Case studies. Employee motivation -- Oman Job satisfaction -- Oman -- Case studies Organizational justice on job performance |
| spellingShingle |
Organizational behavior--Case studies. Employee motivation -- Oman Job satisfaction -- Oman -- Case studies Organizational justice on job performance خالد بن علي أحمد آل إبراهيم Khalid ibn ‘Ali ‘Ahmed Al-Ibrahim أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
| description |
This quantitative study investigates the impact of organizational justice on job performance: morale is the intermediate factor in cement companies in the Sultanate of Oman. As the cement sector is considered one of the key sectors in the Sultanate of Oman that should meet the needs of individuals working in the sector by applying organizational justice, which in turn influences the job performance and the morale of employees in the sector, in a manner that is reflected on the growth and performance of cement sector companies. This is due to the importance of the impact that the employees’ feeling of justice or injustice can make in the workplace, which may lead to the decline of organizational performance levels, no matter the power of all the other components of the administrative process. The research problem is represented in identifying the impact of organizational justice on job performance: morale is the intermediate factor. In view of this, the research aims at diagnosing the impact of organizational justice, with its dimensions, on job performance with its dimensions through morale as an intermediate factor. The research has adopted the Equity Theory of John Stacey Adams (1963), in order to set up the theoretical study model, in addition to the analytical descriptive approach as it suits this study. In order to achieve these objectives, the researcher has developed a questionnaire that contains (35) statements that were distributed to three axes: organizational justice as an independent factor including three dimensions (distributive justice, procedural justice, and interactive justice). And job performance as a dependent factor including three dimensions (fulfilment of tasks, accuracy of work, and amount of accomplished work), as well as morale as an intermediate factor. The research population included all the employees working in the cement companies in the Sultanate of Oman, and the number of research sample reached (692) workers in the cement companies. Furthermore, the study adopted the comprehensive sample technique due to the small number of the research population. As the scale was designed based on the previous studies and subjected to several tests to ensure its ability to measure the relations of this research. In order to achieve this objective, the descriptive statistics, correlation coefficients, and regression analysis using (SPSS & AmosV25) programs were used to analyze and process data statistically. Moreover, the research has reached several results including: there was a positive impact of organizational justice with its variables on job performance with its dimensions, which emphasizes that paying more attention to organizational justice will help positively impact the job performance level of employees working in cement companies. In addition, there was a positive impact of organizational justice with its variables on morale, which emphasizes that paying more attention to organizational justice will impact the morale of employees working in cement companies. Furthermore, there was a positive impact of morale on the job performance with its variables, which indicates that paying more attention to the employees’ morale will help positively impact on the job performance level of employees working in cement companies. In addition, there was a positive impact of organizational justice with its variables on job performance with its variables through morale, which emphasizes that morale intermediates the relation partially between organizational justice and job performance. |
| format |
Thesis |
| author |
خالد بن علي أحمد آل إبراهيم Khalid ibn ‘Ali ‘Ahmed Al-Ibrahim |
| author_facet |
خالد بن علي أحمد آل إبراهيم Khalid ibn ‘Ali ‘Ahmed Al-Ibrahim |
| author_sort |
خالد بن علي أحمد آل إبراهيم |
| title |
أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
| title_short |
أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
| title_full |
أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
| title_fullStr |
أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
| title_full_unstemmed |
أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
| title_sort |
أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان |
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my-usim-ddms-132632024-05-29T19:44:53Z أثر العدالة التنظيمية على الأداء الوظيفي : الروح المعنوية العامل الوسيط دراسة تطبيقية على شركات الأسمنت في سلطنة عمان ‘Athar al-a'dalat tanzimiyyah ‘ala al-‘ada al-wazifi : al-ruh al-ma’nawiyah al-amal al-wasit dirasah tatbiqiyah ‘ala sharikat al-‘asmanat fi sultanah Omman خالد بن علي أحمد آل إبراهيم Khalid ibn ‘Ali ‘Ahmed Al-Ibrahim This quantitative study investigates the impact of organizational justice on job performance: morale is the intermediate factor in cement companies in the Sultanate of Oman. As the cement sector is considered one of the key sectors in the Sultanate of Oman that should meet the needs of individuals working in the sector by applying organizational justice, which in turn influences the job performance and the morale of employees in the sector, in a manner that is reflected on the growth and performance of cement sector companies. This is due to the importance of the impact that the employees’ feeling of justice or injustice can make in the workplace, which may lead to the decline of organizational performance levels, no matter the power of all the other components of the administrative process. The research problem is represented in identifying the impact of organizational justice on job performance: morale is the intermediate factor. In view of this, the research aims at diagnosing the impact of organizational justice, with its dimensions, on job performance with its dimensions through morale as an intermediate factor. The research has adopted the Equity Theory of John Stacey Adams (1963), in order to set up the theoretical study model, in addition to the analytical descriptive approach as it suits this study. In order to achieve these objectives, the researcher has developed a questionnaire that contains (35) statements that were distributed to three axes: organizational justice as an independent factor including three dimensions (distributive justice, procedural justice, and interactive justice). And job performance as a dependent factor including three dimensions (fulfilment of tasks, accuracy of work, and amount of accomplished work), as well as morale as an intermediate factor. The research population included all the employees working in the cement companies in the Sultanate of Oman, and the number of research sample reached (692) workers in the cement companies. Furthermore, the study adopted the comprehensive sample technique due to the small number of the research population. As the scale was designed based on the previous studies and subjected to several tests to ensure its ability to measure the relations of this research. In order to achieve this objective, the descriptive statistics, correlation coefficients, and regression analysis using (SPSS & AmosV25) programs were used to analyze and process data statistically. Moreover, the research has reached several results including: there was a positive impact of organizational justice with its variables on job performance with its dimensions, which emphasizes that paying more attention to organizational justice will help positively impact the job performance level of employees working in cement companies. In addition, there was a positive impact of organizational justice with its variables on morale, which emphasizes that paying more attention to organizational justice will impact the morale of employees working in cement companies. Furthermore, there was a positive impact of morale on the job performance with its variables, which indicates that paying more attention to the employees’ morale will help positively impact on the job performance level of employees working in cement companies. In addition, there was a positive impact of organizational justice with its variables on job performance with its variables through morale, which emphasizes that morale intermediates the relation partially between organizational justice and job performance. 2022-11 Thesis other https://oarep.usim.edu.my/handle/123456789/13263 https://oarep.usim.edu.my/bitstreams/96cd523d-8c32-4d84-9e6a-31f4c64223c5/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/6483c2f0-7126-46df-b7b7-77fbcbf3535f/download fe6baf676af15f4a39400a711bae9802 https://oarep.usim.edu.my/bitstreams/f29dfe38-2b1d-4b9a-a2ba-028997eeeb93/download c6259cb5dd9f37f1ddc1b5c08032509d https://oarep.usim.edu.my/bitstreams/745634a9-fb0e-492e-8d50-78e274b0c838/download 7b8c0680cc9548c7e7427ef7493c61af https://oarep.usim.edu.my/bitstreams/6ef45375-eb76-4c59-aef2-251f2ede5e8e/download 5af140584135125a133e1d9ed9b90645 https://oarep.usim.edu.my/bitstreams/a3e477ca-3bc8-4638-8fd1-0653d2903dd1/download 5a46c6eff65670e90ab9d31749fb9c3e https://oarep.usim.edu.my/bitstreams/00f9a556-fae2-42d0-8d3a-2c27401ba8f4/download dcca9578f2552d250b8d02fcc9c6b661 https://oarep.usim.edu.my/bitstreams/dd12a544-6ecb-415a-a05a-5e19d12844f4/download 73be275d5fa446e4819a3ab816ef0c4a https://oarep.usim.edu.my/bitstreams/02b1ca05-ec8a-400b-8b64-f61f2e9d2469/download 5c2e8d96761feee900a9fd71e4ea06a7 https://oarep.usim.edu.my/bitstreams/73bcdd5c-bd49-4397-b03f-be09671f23c1/download 40917bd889f2ecd792e4c090d1db0356 https://oarep.usim.edu.my/bitstreams/cb0987f4-8e98-48d5-a33a-6798cd95a8be/download aa828b74e47fe8c61ad5f40e100a1c07 https://oarep.usim.edu.my/bitstreams/9d94f145-6228-4147-81fe-0e38c17eac32/download d51ba01a9010a222c65758314bb5b761 https://oarep.usim.edu.my/bitstreams/c2abc080-e9c5-41e9-a817-cdc7b07b38d9/download b3b037d2331f8f07fcf30dea4d3f477d https://oarep.usim.edu.my/bitstreams/8decab37-7663-4161-876a-cc59165c2573/download 60f9ac14477523184acad0c0ffd87652 https://oarep.usim.edu.my/bitstreams/c2877ec0-617a-4761-887c-850e765ead1e/download 9ae4bd6e0cedb2a4ab67d01110dcb805 https://oarep.usim.edu.my/bitstreams/f1719b23-f656-4239-bacd-06a1fda370a2/download ae4c77b3b36f1b50a2f1ec43bfc91aea https://oarep.usim.edu.my/bitstreams/cd266625-f983-4c88-aa4b-2a46c375381f/download e0205eec52923483b49b9fbeff9d3edc https://oarep.usim.edu.my/bitstreams/34a5dbe5-44dc-46d3-afc9-de7b2336e621/download a1345e8eb809612e8cf7d29c47162dd1 https://oarep.usim.edu.my/bitstreams/5aa4c7d8-cab3-4746-9eab-0e5ad636dc6a/download b28ad4792dc9c2cf26feff0c15cc4446 Organizational behavior--Case studies. Employee motivation -- Oman Job satisfaction -- Oman -- Case studies Organizational justice on job performance |