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...
Saved in:
Main Author: | |
---|---|
Format: | Thesis |
Language: | eng eng |
Published: |
2004
|
Subjects: | |
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 |
Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
id |
my-uum-etd.1380 |
---|---|
record_format |
uketd_dc |
institution |
Universiti Utara Malaysia |
collection |
UUM ETD |
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). Exploring the distinctive nature of work commitments; Their relationships with personal characteristics, job performance, and propensity to leave. Journal of Personal Selling & Sales Management. 14,(2), 41-56. Beffert, D. L. (1992). A Comparison of Teacher and Administrator Perception of Job Satisfaction for Teachers. UMI Dissertation Services. Michigan: Bell & Howell. Bies, R. J. (1987). Beyond voice: The influence of decision-maker justification and sincerity on procedural fairness judgment. Representative Research in Social Psychology. 17,(113-14). Blake, R R., & Mouton, 3. S. (1964). The Managerial Grid. Houston, 78: Gulf Publishing. Blau, P. (1964). Exchange and Power in Social Life_New York: Wiley. Brockne~; J., & Adsit, L. (1986). The moderating impact of sex on the equity satisfaction relationship: A field study. Journal of Applied Psychology, 71,585-590. Brockner, J., & Greenberg, J. (1990). The impact of layoffs on survivors: An organizational justice perspective. In J.S. Caroll (Ed.), Applied social psychology and organizational sett in a Hillsdale, N.J.: Lawrence Earlbaum. Brockner, J., & Siegel, P. (1996). Understanding the interaction between procedural and distributive justice. In R. M. Kramer & T. R. Tyler (Eds.), Trust in organizations: Frontiers of theory and research, 390-413.Thousand Oaks, CA: Sage. Bullock, R. (1984). Work in America: Improving job satisfaction. New York: Pergmen Press. Caldwell, D. F., Chatman, 3. A., & OReilly, C. A. (1990). Building organizational commitment: A multifunction study. Journal of Occupational Psychology. 63,245-261. Campbell, 3. P., & Pitchard, R. D. (1976). Motivation theory in industrial psychology. In M. D. Dunnette (Ed.), Handbook of industrial and org organizational psychology, 63-16 0. Chicago, IL: Rand McNally. Capelli, I?, & Sherer, P. D. (1991). The missing role of context in OR: The need fir a meso-level approach. Research in Organizational Behavior, 13,55-110. Greenwich, CT: JAI Press Cohen, R. L., & Greenberg, J. (1982). The justice concept in social psychology. In J. Greenberg & R. L. Cohen (Eds.), Equity and Justice in Social Behavior, New York, NY: Academic press. Cropanlano, R. S., & Randall, M. L. (1993). Injustice and work behavior: A historical review. In R. S. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management, 3-20. Hillsdale, NJ: Erlbaum. Cropmano, R.: & Ambrose, M. L'. (2001). Procedural and distributive justice are more similar than you think: A monistic perspective and a research agenda. In J.Greenberg, & R. Cropanzano (Eds.), Advances in Organizational Justice, 319-153. Stanford, California: Stanford University Press. Cropanzano, R., & Folger, R. (1991). Procedural justice and worker motivation. In R. M. Steers & L. W. Porter (Eds.), Motivation and work behavior, 5"ed., 131-143. New York:McGraw Hill. Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. In C.L. Cooper., & L T. Rebertson (Eds.), International Review of Industrial and Organizational Psychology, 12,317-372. Chichester: John Wiley & Sons. Crosby, (1982). Relative deprivation and working women. New York: Oxford university Press. Dailey, R. C., & Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations,45,(3), 305-317. DeConinck, J. B., & Bachmann, D. P. (1994). Organizational commitment and turnover intentions of marketing managers. Journal of Applied Business Research, 10,(3), 87-95. Deutsch, M. (1975). Equity, equality, and Need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues,131-431, 137-149. Folger, R., & Cropanzano, R. (1998). Organizational Justice and Human Resources Management. Housman Oaks, London: Sage Publications. Folger, R . , & Greenberg, J. (1985). Procedural justice: An interpretive analysis of personnel systems. In K. M. Rowland & G.R. Ferris (Eds.), Research in Personnel and Human Resources Management, 3, 141-183. Folger, R., d5 Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32,270-272. Folger, R., & Martin, C. L. (1986). Relative deprivation and referent cognition's: Distributive and procedural justice effects,Journal of Experimental Social Psychology 202,(6),531-566. Greenberg, J. (1980). Attentional focus and locus of performance causality as determinants of equity behavior. Journal of Personality and Social Psychology, 38,(4), 599-585. Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology ,71, 340-342. Crreenberg, J. (1987a). A taxonomy of organizational justice theories. Academy of Management Review, 129-221. Greenberg, .I.(1988). Reactions to procedural injustice in payment distributions: Do the means justify the ends? Journal of Applied Psychology. 72,55-61. Greenberg, J. (1988). Cultivating an image of justice: Looking fair on the job. Academy of Management Executive, 2,155-157. Greenberg, J. (1990a). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16,(2), 399-432. Greenberg, J. (1990b). Looking fair vs. being fair: Managing impressions of organizational justice. Research in Organizational Behavior, 12, 111-157. Greenberg, J. (1990)Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75/561-568. Greenberg, J. (1996). The quest for justice on the job: Essays and experiments. Thousand Oaks, CA: Sage. Greenberg, J., & McCarty, C. L. (1990). Comparable worth; A matter of justice. In G. R. Ferris & K. M. Rowland (Eds.), & search in personnel and human resources management. 8,265-301. Greenwich, CT: JAT Press. Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology. 60,159-170. Hanifah, Yusoff . (1998). Qrganizational commitment: Teachers' attitudes in the context of Peninsular Malaysia. -UMI Dissertation Services,Michigan: Bell & Howell. Harder, .I. W. (1992). Play for pay: Effects of inequity in a pay for performance context. Administrative Science Quarterly:37,321-335. Hartman, S. J., Yrle, A. C., & Galle Jr, W. P. (1999). Procedural and distributive justice: Examining equity in a university setting. Journal of Business Ethics, 20,(4), 337-351. Hassan, Ari f, (2002). Organizational justice as a determinant of organizational commitment and intention to leave. Asian Academic of Management Journal, 7,(2), 55-66. Heneman, R. L. (1990). Merit pay Linking pay increases to performance ratings. Reading, MA: Addison-Wesley. Herzberg, F. (1966). Work and the Nature of Man, New York: mentor Executive Library. Herzberg, F. (1968). One more time: How do you. motivate employees? Harvard Business Review, January-February, 53-60. Lederberg, F., Mausner, B., & Snyderman, B. (1959). The Motivation to Work. New York: John Wiley. Homans, G. C. (1961). Social behavior: Its elementary forms. New York: Hartcourt, Brace & World. Hrebiniak, L. G., & Alutto, J. A. (1972). Personal and related factors in the development of organizational commitment. Administrative Science Quarterly, 17(41)555-572. Joy, V. I,., & Win, L. A. (1992). Delay of gratification as a moderator of the procedural justice distributive justice relationship.Group & Organization Management,17,(3),297-308. Konovsky, M. A., Folger, R., & Cropanzano, R. S. (1987). Relative effects of procedural and distributive justice on employee attitudes. Representative Research in Social Psychology, 17,(1), 15-24. Lawler, 13. E., III. (1990). Strategic pay; Aligning organizational strategies and pay systems. San Francisco: Jossey-Bass. Lee, H. R. (2000). An empirical study of or organizational justice as a mediator of the relationship among leader-member exchange and job satisfaction, organizational commitment and turnover intentions in lodging industry. Blacksburg, Virginia. Leigh, J. H., Lucas Jr., G. H., & Woodman, R. W. (1988). Effects of perceived organizational factors on role stress-job attitude relationships. Journal of Management, 14,(1), 41-58. Lemons, M. A., & Jones, C. A. (2001)- Procedural justice in promotion decisions: using perceptions of fairness to build employee commitment. Journal of Managerial Psychology, 1 6,(4),268-280. Leung, K. & Li, W. (1990). Psychological mechanism of process-control effects, Journal of Applied Psychology, 75,(61)613-620. Leung, K., & Chiu, W. H. (1993). Sympathy and support for industrial actions: A justice analysis. Journal of Applied Psycholw, 788/781-787. Leung, K., Smith, P. B., Wang, Z., & Sun, H. (1996). Job satisfaction in joint venture hotels in China: An organizational justice analysis. Journal of International Business Studies, 27,(5), 947-962. Leventhal, G. S. (1976). Fairness in social relationships. In J. W. Thibaut, J. T. Spence, & R. C. Carson (Eds.), Contemporary Topics in Social Psychology, Morristown, NJ: General Learning Press. Leventhal, G. S. (1980). What Should Be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships. In K. J. Dergen, M. S. Greenberg, & R. H. Willis (Eds.), Social Exchange: A Advances in Theory and Research, New York: Plenum Lind, E. A. (1995). Justice and authority relations in organizations. Tn R. Cropanzano & M. K. Kacmar (Eds.), Organizational Politics, Justice, and Support: Managing the Social Climate of the Workplace. Wesport, CT: Quorum Books. Lind, E. A., & Tyler, T. R. (1988). The Social Psychology of Procedural Justice. New York: Plenum Press. Locke, E. A. (1976). The nature and causes of job satisfaction. In M.D. Dunnette (Eds.), Handbook of Industrial and Organizational psychology Chicago: Rand McNally. Martin, C.L , & Bennett, N. (1996). The role of justice judgments in explaining the relationship between job satisfaction and organizational commitment. Group & Organizational Management, 21, (84-104). Maslow, A. (1943). A theory of human motivation. Psychological Review, 50, 370-396. Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108,(2),171-194. McFarlin, D. B., & Sweeney, P. D. (1992). Distributive justice and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal. 35,626-637. Meyer, J P., & Allen, N. J. (1984). Testing the side-bet theory of organizational commitment: Some methodological consideration. Journal of Applied Psychology, 75,258-267. Mikula, G. (1980). On the role of justice in allocation decisions. In G. Mikula (Ed.), Justice and social interaction: Experimental and theoretical contributions from psychological research, 127-166. New York: Springer- Verlag. Miller,E., Jackson, P., Mueller, I. & Schersching,C.(1987). Some social psychological effects of group decisions rules. Journal of Personality and Social Psychology, 52.(2), 325-332. Moorman, R. H. (1991). Relationships between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal Applied Psychology, 76,845-855. Morrris, J., & Sherman, J. D. (1981). Generalizability of organizational commitment model. Academy of Management Journal, 24 (3),512-526. Mottaz, C. J. (1988). Work satisfaction among hospital nurses. Hospital and Health Services Administration. 331 (1), 57-74. Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-Organization Linkages: The psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press. Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14,224-247. Niehoff, B.P., and Mooman, R.H (1993). Justice as a mediator of the relationship between methods of monitoring an organizational citizenship behavior. Academic of Management Journal, 36,526-556. OReilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology 71(3), 492-499. O'Reilly, C. A., & Chatman, I., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person organization fit. Academy of Management Journal, 34,(3), 487-516. Porter, I,. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59,603-609. Porter, L.W., & Smith, F.J. (1970). The etiology of organizational commitment.Irvine: University of California. Price, J. L., & Mueller, C. W. (1986). Handbook of Organizational Measurement, Pitman, Marshfield: MA. Reis, H. T. (1986). Levels of interest in the study of interpersonal justice. In H.W. Bierhoff, R. L. Cohen, & J. Greenberg (Eds.), Justice in Social Relations. New York: Plenum Press. Robbins , S. P. (1997). Organizational Behavior: Concepts. Controversies, and Applications, & edition. Englewood Cliffs, NJ: upper Saddle River. Roberts, J. A., Coulson, K. R., & Conko, L. B. (1999). Salespersons Perception Equity and Justice and Their Impact on Organizational Commitment and Intent to Turnover. Journal of Marketing Theory and Practices 7 (1),1-16. Rusbult, C. E. (1983).A longitudinal test of the investment model: The development (and deterioration) of satisfaction and commitment in heterosexual involvements. Journal of Personality and Social Psychology, 45,(1),101-117. Salleh, Nor Azizah Mohd, (1988). Job satisfaction and professional needs of college trained teachers in Selangor, Malaysia and its implication for continuing education. UMI Dissertation Services Michigan: Bell & Howell. Shapiro, D. L. (1993). Reconciling theoretical differences among procedural justice researchers by re-evaluating what it means to have one's views "considered" : Implications for third-party managers. In R. Cropanzano (Eds.), Justice in the Workplace: Approaching Fairness in Human Resource Management. Hills dale, NJ: Erlbaum. Sheppard, B. H., Lewicki, R. J., & Minton, J. W. (1992). Organizational Justice: The search for fairness in the workplace. New York: Lexington Books. Spector, P. E. (2997). Job Satisfaction: Application, Assessment, Cause, and Consequences. Thousand Oaks, CA: Sage Publications. Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22,46-46. Steers, R M., & Spencer, D. G. (1977). The role of achievement motivation in job design. Journal of Applied Psychology 6,2, 472-479.Stone, E F., & Porter, L. W. (1975). Job characteristics and job attitudes: A multivariate study. Journal of Applied Psychology, 60,(1), 57-64. Sweeney, P. D., & McFarlin, D. B. (1993). Workers' evaluations of the 'ends' and the 'means': An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23-40. Tam, W. W. (1998). An assessment of the relationships among organizational trust, organizational politics and organizational justice and their effects on merit pay. UMI Dissertation Services. Michigan: Bell & Howell. Tang, T. L., & Sarsfield-Baldwin, L. J. (1996). Distributive and procedural justice as related to satisfaction and commitment. SAM Advanced Management Journal, 61,(3), 25-31. Thibaut, J., & Walker, L. (1975). Procedural justice; A psychological analysis. Fills dale, NJ: Erlbaum. Tyler, T R. (1989). The psychology of procedural justice: A test of the group value model. Journal of Personality and Social Psychology, 57,(5), 830-838. Vroom, V. (1964). Work and Motivation. New York: Wiley. Weiner, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review. 7,418-428. William, S. (1999). The effects of distributive and procedural justice on performance. Journal of Psychology Interdisciplinary & Applied, 133,(2).183. Williams, L. J., & Hazer, T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology 71,(2),219-231. |