Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia

Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia

The purpose of this study was to identify how perception of equity and justice played an important role in employees’ satisfaction and commitment to the organization. This study examined the role of demographic factors as a moderator in linking organizational justice and job satisfaction and organi...

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Main Author: Noor Asyikin, Shamsuri
Format: Thesis
Language:eng
eng
Published: 2004
Subjects:
HD4801-8943 Labor
Work
Working Class
Online Access:https://etd.uum.edu.my/1380/1/NOOR_ASYIKIN_BT._SHAMSURI.pdf
https://etd.uum.edu.my/1380/2/1.NOOR_ASYIKIN_BT._SHAMSURI.pdf
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institution Universiti Utara Malaysia
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language eng
eng
topic HD4801-8943 Labor
Work
Working Class
spellingShingle HD4801-8943 Labor
Work
Working Class
Noor Asyikin, Shamsuri
Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia
description The purpose of this study was to identify how perception of equity and justice played an important role in employees’ satisfaction and commitment to the organization. This study examined the role of demographic factors as a moderator in linking organizational justice and job satisfaction and organizational commitment in higher institution. It is also was done to determine whether there are differences between lecturers and assistant registrars on satisfaction and commitment to the organization. This study involves lecturers and assistant registrars in Universiti Utara Malaysia. The population of this study is about 1012 for lecturers and 48 for assistant registrars. The sample for lecturers included all the lecturers in the selected faculties. While the sample for assistant registrars were using its population. A total of 500 questionnaires were distributed and as a result, they were only 153 usable questionnaires, which is 119 for lecturers and 34 for assistant registrars. The various instruments were used in the questionnaire which is Distributive Justice Index, Procedural Justice Scale, Job Diagnosis Survey, and Organizational Commitment Questionnaire. The reliability of the instrument used is high, which is ranging from 0.9056 to 0.9507. The findings in this research are determined by using correlations and regression and the comparison made by using T-test analysis and Anova. Using this kind of analysis, the hypotheses generated could be determined whether to be rejected or accepted, All six hypotheses were accepted. In the last chapter, some recommendations have been made for future use of the researcher to enhance the added value of this research especially in this academic field.
format Thesis
qualification_name masters
qualification_level Master's degree
author Noor Asyikin, Shamsuri
author_facet Noor Asyikin, Shamsuri
author_sort Noor Asyikin, Shamsuri
title Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia
title_short Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia
title_full Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia
title_fullStr Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia
title_full_unstemmed Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia
title_sort organizational justice as a determinant of job satisfaction and organizational commitment : a study among lecturers and assistant registrars in universiti utara malaysia
granting_institution Universiti Utara Malaysia
granting_department Faculty of Business Management
publishDate 2004
url https://etd.uum.edu.my/1380/1/NOOR_ASYIKIN_BT._SHAMSURI.pdf
https://etd.uum.edu.my/1380/2/1.NOOR_ASYIKIN_BT._SHAMSURI.pdf
_version_ 1747827134352588800
spelling my-uum-etd.13802013-07-24T12:11:42Z Organizational Justice As a Determinant of Job Satisfaction and Organizational Commitment : A Study Among Lecturers and Assistant Registrars in Universiti Utara Malaysia 2004 Noor Asyikin, Shamsuri Faculty of Business Management Faculty of Business Management HD4801-8943 Labor. Work. Working Class The purpose of this study was to identify how perception of equity and justice played an important role in employees’ satisfaction and commitment to the organization. This study examined the role of demographic factors as a moderator in linking organizational justice and job satisfaction and organizational commitment in higher institution. It is also was done to determine whether there are differences between lecturers and assistant registrars on satisfaction and commitment to the organization. This study involves lecturers and assistant registrars in Universiti Utara Malaysia. The population of this study is about 1012 for lecturers and 48 for assistant registrars. The sample for lecturers included all the lecturers in the selected faculties. While the sample for assistant registrars were using its population. A total of 500 questionnaires were distributed and as a result, they were only 153 usable questionnaires, which is 119 for lecturers and 34 for assistant registrars. The various instruments were used in the questionnaire which is Distributive Justice Index, Procedural Justice Scale, Job Diagnosis Survey, and Organizational Commitment Questionnaire. The reliability of the instrument used is high, which is ranging from 0.9056 to 0.9507. The findings in this research are determined by using correlations and regression and the comparison made by using T-test analysis and Anova. Using this kind of analysis, the hypotheses generated could be determined whether to be rejected or accepted, All six hypotheses were accepted. In the last chapter, some recommendations have been made for future use of the researcher to enhance the added value of this research especially in this academic field. 2004 Thesis https://etd.uum.edu.my/1380/ https://etd.uum.edu.my/1380/1/NOOR_ASYIKIN_BT._SHAMSURI.pdf application/pdf eng validuser https://etd.uum.edu.my/1380/2/1.NOOR_ASYIKIN_BT._SHAMSURI.pdf application/pdf eng public masters masters Universiti Utara Malaysia Adiuns, J. S. (1965). Inequity in social exchange. In L. Berkowitz, (Ed.),Advances in experimental social psychology (V01.2) New York:Academic Press, 267-299. Adams, 3. S., & Rosenbaum, W. £3. (1962). The relationship of worker productivity to cognitive dissonance about wage inequities. Journal of Applied Psychology, 69, 19-25. Alexander, S., & Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social Justice Research,I(2), I77-198. Bashaw, R. E., & Grant, E. S. (1994). 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