Tesis sobre el tema "Organizational Justice (Distributive"

Mestrado em Gestão de Recursos Humanos
O tema deste trabalho encerra duas temáticas fundamentais no contexto organizacional, o cyberloafing, isto é o uso indevido da internet no local de trabalho e a justiça organizacional. A presente investigação tem como propósito identificar as diferentes atividades de cyberloafing e analisar de que forma as perceções de justiça organizacional podem estar relacionadas com a prática de cyberloafing. Optou-se pelo modelo tetra-dimensional de justiça organizacional que integra: justiça distributiva, justiça procedimental, justiça interpessoal e justiça informacional. Para o efeito, foi aplicado um inquérito por questionário electrónico a uma amostra constituída por 194 indivíduos com acesso à internet no local de trabalho. Como resultados finais, considerou-se que as perceções de justiça não estão relacionadas com a frequência nem com a duração da utilização da internet para fins pessoais, mas com atividades específicas de cyberloafing.
The subject of this work involves two fundamental themes of the organizational context cyberloafing, misuse of internet in the workplace and organizational justice. This investigation has the purpose of identifying the different activities of cyberloafing and analyze on which way the organizational justice perceptions may be related with the practice of cyberloafing. It was chosen the tetra-dimensional model of organizational justice which includes: distributive justice, procedural justice, interpersonal justice and informational justice. For this purpose it was applied an electronic questionnaire to a sample of 194 individuals with internet access at work. As final results it was considered the justice perceptions are not related to the frequency, nor to the time spent using the internet, but are related to specific activities of cyberloafing.

The purpose of this study was to examine whether organizational practicesâ fairness (also known as organizational justice) and trustâ contribute to the enhancement of role breadth self-efficacy (RBSE), a form of proactive behavior. The sample consisted of 226 white-collar professionals in large and small organizations. Approximately 70% held a college degree. An a priori path model based on theoretical literature was generated to represent causal relationships among the variables. Two paths were explored: a) the relationship among procedural justice, trust in organization, and RBSE; and b) the relationship among interactional justice, trust in supervisor, and RBSE. Findings indicated a statistically significant relationship between procedural justice and trust in organization. The relationships between procedural justice and RBSE and trust in organization and RBSE were not significant. Interactional justice had a statistically significant relationship with trust in supervisor, but not with RBSE. The relationship between trust in supervisor and RBSE was not significant. Respondents expressed a strong trust in their organization, and a stronger trust in their immediate supervisor. The most important discovery in this study was the statistically significant relationship between education and RBSE. Individuals with graduate degrees reported the highest level of RBSE, followed by people with Bachelor's degrees. Globalization and technology are fueling demands for ever-increasing employee skills and higher levels of education. Organizations need highly educated, proactive individuals in order to be successful. Future research should continue to investigate variables and constructs that may enhance RBSE in the workplace.
Ph. D.

This research focuses on the antecedents of perceived organizational support (POS) that may influence the perceptions held by employees of medium enterprises on organizational commitment. This research further investigates the relationship between POS and organizational commitment. The effect of power distance and in-group collectivism culture on organizational commitment in the context of the Malaysian cultural perspective has also been examined along with the effect of value congruence on organizational commitment.A two-phase sequential mixed method research design consisting of qualitative and quantitative approaches has been employed in this research. A tentative research model was first developed based on an extensive literature review followed by qualitative field study. Findings from the qualitative study were then combined with the initial model and literature review to develop the final combined model, which was then used to develop measures and instruments.In the second phase, a survey was conducted of 1000 employees in Malaysian medium enterprises in the manufacturing sector. 319 valid questionnaires were obtained. Partial Least Squares (PLS) based Structural Equation Modeling (SEM) approach was applied to test the hypotheses.The result of this research showed that supervisor support, procedural justice, interactional justice, distributive justice and both intrinsically and extrinsically satisfying job conditions have positive influences on employees‟ perception of support. POS was found to have a significant role contributing towards affective commitment. However, the influence of POS on both normative and continuance commitment was found to be non-significant in this study.This study also confirmed the influence of POS on value congruence. Both affective and normative commitment, were found to be non-significant in relation to POS. In contrast, employee–organization value congruence was found to influence continuance commitment. The analysis also found that external factors do not limit continuance commitment. National culture was found to have a different impact towards organizational commitment. The findings also revealed that the strength of the relation between POS and employees‟ commitment is negatively moderated by in-group collectivism, however power distance was found to moderate the influence of POS only on normative commitment.This research contributes to the existing literature as there has been little evidence found in the literature relating to the GLOBE culture dimensions with organizational commitment, especially in medium enterprises. This study also extends culture literature by showing that culture can act as a moderator of the relationship between POS and both affective and normative commitment. By considering value congruence, perception of support, as well as cultural orientation, this study will benefit practitioners and policy makers of medium enterprises on how to foster organizational commitment.

Organizational commitment has been a topic of extensive interest in the organizational behavior literature since the 1950's. It has been associated with workforce stability, decreased absenteeism, organizational citizenship behaviors, and decreased turnover. This study focuses on the relationships between organizational commitment and turnover; particularly amongst K-12 school principals. A principal of a school is much like the CEO of a company. Principals impact schools in many ways. They supervise staff, develop culture, implement and enforce rules, guide instruction and ensure that all students receive a quality education. The United States is facing a shortage of principals. Many principals are nearing retirement age. Others are simply choosing to leave the profession. In many cases there are shortages of applicants and/or qualified candidates for available positions. Many teachers hold administrative credentials but, for various reasons, choose not to pursue the principalship. School systems are facing difficulties filling principal positions. One potential solution is to endeavor to keep current principals on the job. Organizational commitment is highly correlated with intent to stay; promoting the suggestion that schools may retain principals for longer periods where organizational commitment is significantly higher. This study focuses on the impact of job autonomy, psychological empowerment, and distributive justice on organizational commitment. The study uses data from a web-based survey of 1,078 principals. The data were collected from K-12 principals in the Midwest United States. The sample includes elementary and secondary principals from public, private/parochial schools, and charter schools. Hypotheses regarding the impact of job autonomy, psychological empowerment, and distributive justice on organizational commitment were tested using multiple regression and path analysis. Increases in each of these variables were found to be significantly associated with increases in organizational commitment. In addition, some support was found for the moderating effects of distributive justice and demographic variables on the relationship between job autonomy and organizational commitment, and on the relationship between psychological empowerment and organizational commitment. Implications for those who supervise principals are discussed. For instance, principals may be provided latitude and discretion in terms of the scheduling and sequencing of supervisory work, and may employ consultative, mutual-means approaches in principal evaluation. School systems should, moreover, provide appropriate professional development in order to increase feelings of self-efficacy. Recommendations for future research are also suggested, including replicating the study in other regions and with other organizational types, as well as including other variables, such as perceived organizational support, resistance to change, conflict, and teamwork.

The aim of this study was to explore the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown. For this purpose data was collected from the nurses at Frontier Hospital in Queenstown, in the Eastern Cape. A sample of 75 nurses was drawn from the population. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee motivation. Organizational justice was also found to be significantly positively correlated with employee motivation. Moreover, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study are helpful in the health industry in order to design human resources policies, which will reduce the turnover of nurses by increasing their motivation through increasing job satisfaction and organizational justice.

Body-worn cameras are a promising new development in policing. They have been linked to positive outcomes such as decreases in use of force and complaints against officers. However, this new technology has produced a number of issues that could thwart a successful body-worn camera program implementation. One issue is the extent in which officers possess positive attitudes toward using body-worn cameras. If officers do not view body-worn cameras positively, cameras may not be used to their full potential. A promising factor that has emerged from past research in explaining attitudes toward body-worn cameras is organizational justice. Broadly, organizational justice is defined as the extent in which members of an organization are treated fairly and believe this to be the case. Organizational justice has been linked to positive organizational outcomes such as increased compliance with organizational directives and positive evaluation of organizational leadership. The purpose of this study was to examine the relationship between organizational justice and attitudes toward body-worn cameras in police officers across three agencies. Findings indicated that there was no observable relationship between perceptions of organizational justice and attitudes toward body-worn cameras. There were a number of competing explanations for the findings, including potential measurement issues, possible intervening variables, and the possibility that there is no relationship between organizational justice and attitudes toward body-worn cameras.

This research was designed to examine the moderating effect of interactional justice on the relationship between justice constructs and organizational citizenship behavior (OCB) with organizational identification as a mediator of the influence of justice perceptions on OCB. This study was based heavily on social exchange, the norm of reciprocity, and psychological contracts between individuals and their supervisors. The study sample was comprised of respondents drawn from a crowd sourcing internet website (N = 250). Niehoff and Moorman’s Organizational Justice Scale was used to measure justice perceptions. Mael and Ashforth’s Organizational Identification Scale was used to measure the degree of the respondents’ identification with their organization; and Podsakoff, MacKenzie, Moorman, and Fetter’s OCB Scale was used to measure extra-role behaviors. Linear regression in IBM’s SPSS statistical package was used to test the proposed relationships. The results showed no support for the moderating effect of interactional justice on the relationships between justice dimensions and OCB. However, support was found for organizational identification as a mediator of the effect of interactional justice on OCB. Theoretical and managerial implications and suggestions for future research are discussed.

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O presente trabalho teve por propósito investigar a concessão diferenciada de remuneração e benefícios a dois grupos de funcionários e suas implicações sobre a percepção de justiça distributiva e sobre o comprometimento afetivo, instrumental e normativo. O fato auspicioso, do ponto de vista do estudo, mas inusitado em termos de mercado de trabalho, é que os empregados pesquisados, porque foram contratados em períodos distintos, recebiam remuneração e benefícios diferenciados, embora trabalhassem na mesma empresa, ocupavam função idêntica, desenvolviam atividades iguais e compartilhavam o mesmo ambiente de trabalho. À guisa de embasamento teórico, foram explorados os conceitos de comprometimento organizacional, percepção de justiça organizacional e sistema de recompensa. O estudo empírico foi efetuado em uma organização da indústria bancária e teve por objeto os dados de uma survey realizada junto a um grupo amostral de 679 indivíduos. Para fins de estudos comparativos, esta amostra foi cindida em dois subgrupos: o pré-98, formado por funcionários contratados antes de 1998 com benefícios e remuneração superiores; e o pós-98, constituído de empregados contratados a partir de 1998 com benefícios e remuneração inferiores. A diversidade dos dois grupos, com perfis bem distintos, se revelou bastante profícua para análises comparativas. O grupo pré-98 tinha como características mais marcantes: maior longevidade, predominância de casados, menor nível educacional, maior antiguidade de empresa e remuneração e benefícios mais amplos. Noutro pólo, o subgrupo pós-98 foi caracterizado por: menor longevidade, predominância de solteiros, maior nível educacional, menor tempo de empresa, remuneração e benefícios mais restritos. Como similaridade, os dois grupos apresentavam: mesmo nível na ascensão interna, exercício das mesmas atividades e compartilhamento do mesmo ambiente, portanto suscetível às mesmas condições culturais, de cobrança por resultados e de estresse. O subgrupo pré-98 registrou 304 respondentes e pós- 98 computou 379 funcionários. Como instrumento de levantamento de dados primários, foi utilizado um questionário com trinta e uma variáveis, composto de perguntas sobre questões sócio-funcionais, sobre as três dimensões de comprometimento organizacional, escala de autoria de Meyer e Allen (1997), validada por diversos autores brasileiros, e sobre percepção de justiça distributiva, cuja escala foi validada por Mendonça e outros (2003). Os procedimentos de análise estatística realizados foram os seguintes: estatística descritiva; análise fatorial confirmatória; avaliação de consistência alpha de crombach, análise de correlação e regressões múltiplas. Os resultados das interações das variáveis demográficas, funcionais, remuneração e benefícios com as dimensões de comprometimento e de percepção de justiça distributiva, nos grupos pré e pós-98, foram: a) a variável gênero, nas relações com comprometimento e de justiça distributiva, manifestou correlação neutra; b) as correlações com tempo de empresa foram positivas, sendo as relações mais sensíveis com as dimensões normativa e afetiva e as menos intensas com a instrumental e justiça distributiva; c) as correlações com estado civil, registraram, de forma consistente, tendência de médias crescentes na seqüência dos segmentos de solteiro, casado, separado e viúvo, em todas as dimensões e com notável diferença entre os grupos de solteiro e casado; d) As dimensões de comprometimento e de justiça distributiva registraram correlações significativas com escolaridade, porém de natureza inversa; e) das correlações positivas entre tempo de empresa e comprometimento, a mais intensa se processou com a dimensão afetiva. Menor expressão sucedeu com as dimensões normativa e de justiça distributiva. Em relação à dimensão instrumental, a variável se mostrou neutra; f) os efeitos de remuneração e benefícios sobre percepção de justiça distributiva ficaram evidentes na comparação entre os grupos pré e pós-98, onde o primeiro, que percebe remuneração e benefícios superiores, alcançou média significativamente mais elevada; g) as correlações entre justiça distributiva e comprometimento se revelaram positivas com as dimensões normativa e afetiva e neutra com a instrumental. Sinteticamente a amostra do grupo pré-98, em comparação com o pós- 98, registrou médias superiores nas dimensões afetiva, normativa e instrumental e de justiça distributiva. De modo elucidativo, em razão das características de cada grupo, as interações diretas das variáveis antecedentes (idade, estado civil, remuneração e justiça distributiva) com as dimensões de comprometimento registraram tendência ascendente, pressionando para cima as médias do grupo pré- 98, acentuando a diferença em relação ao pós-98. O mesmo ocorreu em relação à escolaridade, porém com relação inversa. A variável antiguidade, apesar de sensibilizar positivamente as dimensões afetiva e normativa, se mostrou indiferente à instrumental. No conjunto, as diferenças das médias verificadas foram congruentes com as peculiaridades de cada grupo. As hipóteses de número um, dois e três, restaram todas comprovadas, pois ficou demonstrado o poder de influência de remuneração e benefícios sobre as médias de comprometimento e de justiça distributiva que, segundo correlação positiva e de proporcionalidade direta, gerou médias comparativamente inferiores no grupo pós-98 e superiores no pré-98. A hipótese quatro não foi confirmada, pois a correlação mais intensa entre justiça distributiva e comprometimento, se verificou com a faceta normativa, dissentindo da hipótese que apontava, com base em estudos anteriores, a dimensão afetiva. Este resultado também divergiu do quadro de relações tendenciais, construído por Meyer e outros (2002, p. 31), que registrou correlação positiva mais forte com a base afetiva e nula com a instrumental.
Salvador

As organizações estão inseridas num contexto de grande competitividade, no qual mudam as bases de suas vantagens competitivas. Essas mudanças contextuais causam impactos nos processos de gestão e nas relações entre pessoas e organizações. De um lado, as organizações procuram diferenciar o desempenho das pessoas, de acordo com suas competências ou impactos nos objetivos estratégicos do negócio. De outro, as pessoas ganham autonomia e espírito crítico, ou seja, questionam os critérios adotados para diferenciar, reconhecer e recompensar seu desempenho no trabalho. Por estes motivos considera-se necessário estudar a questão da percepção dos funcionários sobre Justiça Distributiva, a qual se torna um dos principais fatores intervenientes na qualidade do ambiente organizacional das empresas contemporâneas quando estas orientam suas decisões sobre pessoas pela meritocracia. Considerando esses aspectos, o objetivo geral desta dissertação foi investigar se há ou não diferenças significativas entre os resultados das variáveis que indicam a percepção de Justiça Distributiva e os demais fatores componentes do clima organizacional de um conjunto diferenciado de organizações brasileiras. A pesquisa foi realizada com 139.230 funcionários de um grupo de 481 empresas que pretendem se destacar pela qualidade do seu ambiente de trabalho. Do ponto de vista metodológico, esta pesquisa se caracteriza como quantitativa, descritiva, com perspectiva temporal transversal e utiliza o método survey. Os principais resultados deste estudo são: a Justiça Distributiva se confirma como um componente essencial para avaliação do Clima Organizacional e se configura como um fator crítico entre os demais analisados, pois apresenta o menor resultado quando se trata da percepção dos funcionários. A correlação e a diferença significativa entre as dimensões estudadas comprovam que o fator Justiça é o que menos contribui para um resultado favorável de clima organizacional e que o índice desse fator está associado aos dos demais fatores. Em relação ao perfil dos funcionários constatou-se que sexo não influencia a percepção a respeito de Justiça Distributiva. Contudo, é possível que idade e tempo de casa afetem positivamente o escore desse fator, mas certamente o aumento da escolaridade afeta negativamente os índices de percepção positiva de Justiça Distributiva.
Organizations are embedded in a highly competitive context, which changes their competitive advantages bases. These contextual changes impacts on management processes and relationships among people and organizations. Organizations seek to differentiate peoples\' performance according to their skills or impact on strategic business objectives. On the other side, people gain autonomy and critical spirit, so they question criteria adopted to differentiate, recognize and reward their performance at work. For these reasons it is considered necessary to study the issue of employees\' perception about Distributive Justice which becomes one of the main factors involved in the quality of contemporary enterprises organizational environment that take decisions based on meritocracy. Considering these aspects, the objective of this thesis was to investigate significant differences among variables results that indicate Distributive Justice perception and other factors involved in organizational environment of a Brazilian organizations differentiated set. The research involved 139.230 employees of 481 companies that intend to highlight the quality of their work environment. From the methodological point of view, this research is characterized as quantitative, descriptive, cross-temporal perspective and uses the survey method. The main results of this study are: because Distributive Justice shows the lowest result by the employees perception, it is confirmed as an essential component to evaluate organizational environment and configures as a critical factor among the other factors tested. Correlation and significant difference among studied dimensions prove that the Justice factor is the one that less contributes to the favorable organizational environment and the index of this factor is associated with the other factors. Concerning employees\' profile, it was discovered that sex do not influence Distributive Justice perception. However it is possible that age and time of permanence in the company positively affect this factor score, increased level of schooling probably affects the rates of Distributive Justice positive perception in a negative way.

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The increasing complexity of the workplace has demanded adaptive capabilities from employees including greater exigencies for more flexibility and creativity in dealing with and overcoming presenting challenges. Shorter product life cycles in an increasingly aggressive market have exerted tremendous pressure on employees, with subsequent health related side effects, including psychosomatic diseases and stress. Treating such ailments, although relevant in minimalizing individual human suffering, has proven insufficient in providing alternatives for the work-place environment from the health care standpoint as to include overall well-being and challenge-coping skills for employees. Positive psychology, interested in people development studies, allows organizations, managers, and employees to broaden options in dealing with people’s health issues in a way to positively impact organizations. The objective of this study is to confirm whether organizational values, perceived organizational support, and perceptions of (distributive and procedural) justice are antecedents of well-being in the work place, as measured by a construct of distinct variables of work-place satisfaction rates, job involvement, and affective organizational commitment. The sampling involved 404 workers from the metropolitan area of São Paulo, including 209 males and 193 females. The sampling was split into two entrepreneurial fields, half of which working in the financial market (composed of one single company corresponding for 243 subjects) and the other half not in the financial market (composed of 13 different companies corresponding for 161 subjects). As data gathering tool the author used a composite sevenscale questionnaire including three workplace well-being variables and four independent variables studied as its antecedents. Results demonstrate that both the perceptions of organizational support and distributive and procedural justice perception engendered a correlated increase in job satisfaction and affective organizational commitment. The organizational value autonomy have been confirmed as job involvement antecedent. The organization value realization and procedural justice perception have been confirmed as a organizational commitment antecedent for the non-financial and the financial samples respectively. Results show that well-being in the workplace is promoted when organizations implement supportive and dignifying treatment policies and practices towards employees, where organizational values that sustain an innovation-and-creativity-friendly environment and meritocracy are strengthened and where organization-employee relations are encouraged by sincerity and honesty. Employees will, thusly, tend to develop healthy social exchange based on trust and loyalty while investing their efforts for the organization
A complexidade crescente no ambiente de trabalho tem exigido capacidade de adaptação dos empregados, com papéis exigindo maior flexibilidade e criatividade para superar os desafios que se apresentam. Ciclos de vida de produtos cada vez menores num mercado muito agressivo têm acarretado enormes pressões nos empregados, com efeitos colaterais na saúde, como estresse e doenças psicossomáticas. O tratamento de doenças, embora relevante para minimizar o sofrimento humano, não tem sido suficiente para dar respostas desejadas neste ambiente de trabalho numa concepção de saúde que abranja o bem-estar e que permita aos empregados enfrentar melhor os desafios que se apresentam. O campo da psicologia positiva, voltada ao estudo dos fatores que propiciam o florescimento das pessoas, permite às organizações, gestores e empregados ampliar o leque de alternativas possíveis para melhorar a saúde das pessoas, com reflexos positivos para as organizações. O objetivo deste estudo visou a confirmar se os valores organizacionais, percepção de suporte organizacional e percepções de justiça (distributiva e de procedimentos) são antecedentes de bem-estar no trabalho, um construto composto das variáveis de satisfação no trabalho, envolvimento com o trabalho, e comprometimento organizacional afetivo. A amostra envolveu 404 trabalhadores atuando em empresas na região da Grande São Paulo, sendo 209 do sexo masculino e 193 do sexo feminino. Dividiu-se a amostra a partir de dois agrupamentos de empresas, o setor financeiro (compreendendo uma empresa com 243 respondentes) e o setor não financeiro (compreendendo 13 empresas com um total de 161 respondentes). Como instrumento para coleta de dados utilizou-se de um questionário composto de sete escalas, abrangendo as três variáveis de bem-estar no trabalho e as quatro variáveis independentes estudadas como seus antecedentes. Os resultados deste estudo, nos dois setores estudados, confirmaram que a percepção de suporte organizacional e a percepção de justiça distributiva acarretam maior satisfação no trabalho. A justiça de procedimentos também mostrou capacidade preditiva de satisfação no trabalho para o setor financeiro. O valor organizacional autonomia confirmou-se como antecedente de envolvimento com o trabalho nos dois setores. O valor organizacional realização e a percepção de justiça de procedimentos posicionaram-se como antecedentes de comprometimento organizacional afetivo para os setores não financeiro e financeiro, respectivamente. O valor organizacional preocupação com a coletividade e a percepção de suporte organizacional mostraram capacidade preditiva de comprometimento organizacional afetivo para os setores financeiro e não financeiro, respectivamente. Os resultados revelam que se promove o bem-estar no trabalho quando, nas organizações, se adotam políticas e práticas que dêem suporte e tratamento digno aos empregados, reforçando valores organizacionais que promovam um ambiente propício à inovação e à criatividade, com maior autonomia, onde os gestores valorizam a competência e o sucesso dos trabalhadores, e onde se predomina a honestidade e a sinceridade nas relações entre as pessoas e a organização. Os empregados tenderão a desenvolver transações típicas das trocas sociais, investindo seus esforços para a organização, com base na confiança e na lealdade.

The primary objective of this study is to foster career outcomes such as job satisfaction and turnover intentions in early childhood educators (ECEs). ECEs are defined as individuals teaching children from the age range of birth to 5 years old and work in child care programs. The focus on ECEs population was due to the fact they work in demanding environments with little wage incentives, and as a result, they experience high levels of job dissatisfaction, which in turn leads to turnover. Research has demonstrated that most ECEs are intrinsically motivated, but previous research has not quantitatively tested this construct in a model. A third objective is to explore the role of person-organization fit (P-O fit) and person-job fit (P-J fit) as mediators. Prior research has examined fit a mediator for the K-12 teacher population but it has not been explored in ECEs. The last objective of this study is to investigate distributive justice on career outcomes through P-O fit and P-J fit. Data for the study were collected from a community-based sample. The participants were teachers that worked in the field of early childhood education. Our findings show educators’ motivation and perceptions of organizational justice have a considerable impact on their career outcomes. Our results provide support for the mediation model that we hypothesized. This study can also assist in the selection of early childhood educators by utilizing the intrinsic motivation to work with children to identify which educators are intrinsically motivated and assess their fit as it relates to a specific organization.

碩士
中原大學
企業管理研究所
98
A study on the relationships between organizational distributive justice and pay satisfaction: the organizational procedural justice as moderating variables. This study deals with theory building and practical analysis of organizational distributive justice. As far as theory building is concerned, after reviewing the literature on organizational distributive justice, this study concludes external equity, internal equity and individual equity. Based on this model, we will discuss the contingency variables that influence organizational distributive justice and pay satisfaction. This study regards organizational distributive justice as important variables. Therefore when we discuss the relationship between organizational distributive justice and pay satisfaction, we adopt organizational procedural justice as moderating variables. Through reviewing related references, we develop the framework of the study, and depending on it, we camp up five hypotheses. In course of the statistical analysis from the survey’s empirical facts which was focus on the general domestic companies; our analysis concludes the five results. 1. The more important each organizational distributive justice is valued, the higher the employees’ pay satisfaction. So relationships between organizational distributive justice and pay satisfaction are significant correlations. 2. There are partially significant correlations between organizational procedural justice and pay satisfaction. It means that employees’ organizational procedural justice will be changed as a result of the different on the pay satisfaction. 3. There are partially significant correlations between different variation on population statistics and pay satisfaction. Therefore, the marital status, ages and position will be changed as a result of the different on the pay satisfaction. 4. There are partially significant correlations between the interactions of organizational distributive justice and different variation on population statistics on pay satisfaction. It means the pay satisfaction will be changed according to the organizational distributive justice which is designed on the different variation on population statistics.

碩士
國立中正大學
心理學研究所
99
”Guanxi ” and ”effort” have important meaning in the Chinese society, the former is a social rule of interpersonal interaction and treatment, and the latter is a valued virtue. Recent studies showed that these two concepts contributed additional knowledge in Chinese organizational behavior. Moreover, based on justice theories, guanxi and effort should have influences on fairness judgment in the Chinese contex. Thus, we investigated the effects of guanxi and effort on distributive justice perception in this study. Furthermore, we also investigated third party’s fairness perception and reaction. Using scenario method in experimental research design, the present study adopted two sets of conditions: 3(distributive justice conditions)×2(friendship)×2(effort) and 3(distributive justice conditions)×2(seniority)×2(effort) of between-subject design. We collected 480 employee data from various Taiwan organizations to understand the victim’s and the third party’s fairness perception, satisfaction and the tendency of protest against the injustice to the organizational distributive events. The results indicated that: 1. Seniority moderated the relationship between distributive injustice and victim’s outcome satisfaction. In contrast to distributive injustice favoring junior colleague, the individual had higher outcome satisfaction in distributive injustice favoring senior colleague; 2. Perceived effort moderated the the relationship between distributive injustice and perception of fairness and outcome satisfaction. In contrast to distributive injustice happen to those low effort level individuals, the third-party had higher fairness perception and satisfaction in distributive injustice favoring high effort level colleague; 3. Seniority and friendship both moderated the relationship between distributive injustice and protest against the injustice. In contrast to distributive injustice happen to those junior or not familiar individuals, the third-party had stronger protest attitude toward injustice events in the situation where distributive injustice happen to those senior individual or close friend.

碩士
育達商業科技大學
企業管理所
100
For keeping a good healthcare quality, hospitals need the support from nurses. This research examines the relations among the distributive justice, job satisfaction, organizational identity (OI) and the organizational citizenship behavior (OCB) for the nurses. We collected 347 valid samples to measure these relations by structural equation modeling (SEM) method. The researchers explore the following results. First, OI has the mediating effect between the distributive justice and OCB. Second, OI has the mediating effect between job satisfaction and OCB. Third, job satisfaction is the mediator between distributive justice and OCB. That is, job satisfaction and OI both are the two factors cause effect mediators for distributive justice and OCB affect relations. The research has the following recommendations. Proprietor should understand the leadership style of each unit managers, should consider the impact of the time factor on employee satisfaction, should identify the monetary exchange as an indicator, should consider the team’s salary structure, should visualize the vision achievement linked with employee compensation, and should consider corporate profits as a top priority in the job description.

L’objectif de ce mémoire est de comprendre l’impact de la justice organisationnelle sur l’engagement organisationnel des travailleurs du secteur des technologies de l’information et des communications (TIC). Afin d’étudier ce sujet, trois hypothèses de recherche ont été formulés à partir des théories suivantes : 1- la théorie des attentes d’Adams (1965), 2- la théorie de l’échange social de Blau (1964) et 3- la théorie de Leventhal (1980). La première hypothèse stipule que, toutes choses étant égales par ailleurs, la justice distributive fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La seconde hypothèse indique que toutes choses étant égales par ailleurs, la justice procédurale fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La dernière hypothèse énonce que toutes choses étant égales par ailleurs, la justice procédurale a un impact plus important sur l’engagement affectif des travailleurs du secteur des TIC que la justice distributive. Les données utilisées proviennent d’une enquête par questionnaires électroniques auprès de l’ensemble des nouveaux employés d’une entreprise d’envergure internationale du secteur des TIC ayant un établissement à Montréal. Les employés ont été sondés à trois reprises. Les résultats indiquent que la justice distributive fait augmenter l’engagement affectif auprès des travailleurs, ce qui appuie la première hypothèse. Ils démontrent également qu’il n’existe aucune relation statistiquement significative entre la justice procédurale et l’engagement affectif. Seule la justice distributive a un effet sur l’engagement affectif du travailleur. Les résultats montrent l’existence de relations significatives et positives entre trois des variables de contrôle et l’engagement affectif. Il s’agit de : 1- travail sous supervision, 2- soutien organisationnel perçu et 3- satisfaction intrinsèque.
The purpose of this thesis is to analyze the impact of organizational justice on the organizational commitment of workers in the Information Technology and Telecommunications (ITC) sectors. In order to investigate this subject, we have formulated three hypotheses based on the following three theories: 1- Adams’ theory of expectations (1965), 2- Blau’s social exchange theory (1964) and 3- Leventhal’s theory (1980). The first hypothesis states that distributive justice increases worker’s affective commitment. The second hypothesis stipulates that procedural justice increases worker’s affective commitment. The last hypothesis states that distributive justice has a stronger influence on worker’s affective commitment than procedural justice. In order to test our hypotheses, we used data from an electronic-questionnaire. This questionnaire was addressed to all new hires of a global company in the ITC sector based in Montreal. Employees were surveyed at three separate occasions. The findings of this study confirm one of the research hypotheses. Indeed, results show that distributive justice increases worker’s affective commitment. Results also demonstrate that there is no statistically significant relationship between procedural justice and affective commitment. Only distributive justice has an effect on workers’ affective commitment. Finally, results show the existence of a significant and positive relationship between three control variables and affective commitment. These are: 1- Supervised work experience, 2- Perceived organizational support and 3-Intrinsic satisfaction.

Introduzione e obiettivi. Negli ultimi decenni, l’insicurezza lavorativa, ovvero la preoccupazione di perdere il proprio posto di lavoro, è diventata un aspetto sempre più rilevante sia per i lavoratori che per le organizzazioni. I cambiamenti nel mercato del lavoro, la competizione globale, l’innovazione tecnologica, sono fattori che hanno determinato nel corso degli anni una minor sicurezza finanziaria per le organizzazioni e, di conseguenza, sempre meno sicurezza del lavoro per gli individui. Accanto a questi fattori che hanno caratterizzato gli ultimi decenni, si è aggiunta la recente crisi economica che ha contribuito ad aumentare le sensazioni di incertezza, stress e ansietà dei lavoratori rispetto al futuro del proprio impiego. L’intensificarsi delle percezioni di insicurezza lavorativa ha portato un numero crescente di studiosi ad interessarsi dell’argomento e delle problematiche collegate. Alcune rassegne e meta-analisi (De Witte, 2005; Sverke, Hellgreen & Näswall, 2002; Cheng & Chan, 2008) hanno in particolare sottolineato gli effetti negativi dell’insicurezza. Nello specifico, Sverke e colleghi (2002) hanno proposto una classificazione delle potenziali conseguenze, basata su quattro aspetti: immediate o a lungo termine, focalizzate sull’individuo o sull’organizzazione. Infatti, certi tipi di strain, come gli atteggiamenti, possono svilupparsi più “vicini” nel tempo all’esperienza di stress, mentre altri, come i comportamenti, possono manifestarsi dopo un più lungo periodo di tempo (vedi Zapf, Dormann, & Frese, 1996). Inoltre, alcune conseguenze hanno il loro maggiore impatto sull’individuo e solo indirettamente sull’organizzazione (es., la salute), mentre altre tendono ad essere dannose soprattutto per l’organizzazione e hanno soltanto un effetto indiretto sull’individuo (es., performance). Numerose ricerche hanno ben evidenziato gli effetti negativi dell’insicurezza, tuttavia la forza delle relazioni è risultata variare tra gli studi. Inoltre, alcune conseguenze hanno ricevuto meno attenzione di ricerca e in alcuni casi i risultati emersi appaiono contrastanti. Alla luce di queste riflessioni, si è sviluppata la presente tesi che ha come scopo generale quello di aumentare la comprensione delle relazioni tra insicurezza lavorativa e sue conseguenze, indirizzando diversi obiettivi specifici di ricerca. Il primo obiettivo si propone di esaminare in particolare quelle reazioni all’insicurezza poco approfondite dalla letteratura. Il secondo obiettivo consiste nello studiare i meccanismi di moderazione che possono contribuire ad attenuare la relazione insicurezza lavorativa–conseguenze negative. Il terzo e ultimo obiettivo punta ad investigare i possibili meccanismi di mediazione che contribuiscono a spiegare come e perché le percezioni di insicurezza si traducono in conseguenze per l’individuo e l’organizzazione. Sia nei meccanismi di moderazione che in quelli di mediazione, le percezioni di giustizia organizzativa possono giocare un ruolo rilevante. In particolare, la teoria euristica della giustizia, i modelli strumentali e quelli relazionali della giustizia possono fornire un’interpretazione di come si sviluppano le reazioni all’insicurezza. Struttura della tesi. Il primo capitolo, introduttivo, presenta lo stato dell’arte nella ricerca sull’insicurezza lavorativa, le sue conseguenze e il ruolo della giustizia organizzativa in queste relazioni. I tre capitoli centrali presentano i tre studi proposti. Lo Studio 1 si focalizza sulle reazioni all’insicurezza di tipo organizzativo poco esaminate dalla ricerca, come i comportamenti di cittadinanza organizzativa e la performance lavorativa. Inoltre, analizza il ruolo di moderazione di tre tipi di giustizia (distributiva, procedurale e interazionale) su queste conseguenze, testando in tal modo i principi del modello di gestione dell’incertezza (Lind & Van den Bos, 2002) ma considerando le percezioni di giustizia (e non l’insicurezza, come proposto dal modello) come variabili moderatrici. Lo Studio 2, invece, esamina la rottura del contratto psicologico e la giustizia organizzativa (procedurale e interazionale) come due distinte variabili di mediazione che intervengono nella relazione tra insicurezza lavorativa e due opposti comportamenti organizzativi discrezionali (di cittadinanza e devianti), poco indagati nella letteratura sull’insicurezza. Infine, lo Studio 3 considera due variabili di mediazione che agiscono l’una sull’altra in una catena causale (rottura del contratto psicologico e ingiustizia distributiva), per spiegare la relazione tra insicurezza lavorativa ed esaurimento emotivo, l’elemento principale del burnout. Il quinto e conclusivo capitolo discute i risultati generali ottenuti nei diversi studi, alla luce degli obiettivi specifici proposti, sottolineando i contributi empirici e teorici forniti ed evidenziando i limiti metodologici. Modello teorico della ricerca. I modelli teorici proposti nei tre studi sono stati sviluppati alla luce delle teorie dello stress (transazionale di Lazarus e Folkman, 1984, di conservazione delle risorse di Hobfoll, 1989) e della teoria del contratto psicologico (Rousseau, 1989), per comprendere le conseguenze dell’insicurezza lavorativa. Queste sono state integrate con vari modelli teorici della giustizia organizzativa (teoria euristica, modelli strumentali e relazionali) per fornire un’interpretazione dei meccanismi di moderazione e mediazione attraverso i quali le conseguenze si sviluppano. Metodologia della ricerca. Il progetto di ricerca ha coinvolto 5 aziende di medie e piccole dimensioni, dislocate tra Verona e Trento, e un totale di 570 operai, una categoria di lavoratori particolarmente colpita dalla recente crisi economica. La ricerca è stata realizzata attraverso la somministrazione di un questionario composto da varie scale Likert che misuravano le diverse variabili comprese negli studi. Risultati della ricerca. Il ruolo della giustizia organizzativa si è dimostrato determinante nelle relazioni tra insicurezza lavorativa e conseguenze, in tutti e tre gli studi. Nel primo, le percezioni di giustizia procedurale e interazionale sono risultate moderare la relazione tra insicurezza e conseguenze organizzative (commitment affettivo, comportamenti di cittadinanza organizzativa e performance percepita). Nel secondo studio, la relazione tra insicurezza e due opposti comportamenti extra-ruolo (di cittadinanza e contro-produttivi) era pienamente spiegata da due distinte variabili di mediazione, la giustizia organizzativa (procedurale e interazionale) e la rottura del contratto psicologico (multiple mediation model). Infine, nel terzo studio abbiamo esaminato come reazione all’insicurezza il burnout, in particolare l’esaurimento emotivo che è considerato l’elemento cardine. Questa relazione è stata spiegata attraverso i processi di scambio sociale, utilizzando due variabili di mediazione l’una connessa all’altra, ovvero la rottura del contratto psicologico e l’ingiustizia distributiva (three-path mediational model). In conclusione, il risultato principale di questo lavoro di ricerca dimostra che le teorie e i modelli della giustizia organizzativa possono contribuire a spiegare le conseguenze dell’insicurezza, attraverso meccanismi di moderazione e di mediazione. Da un punto di vista teorico, questo permette di comprendere meglio il costrutto dell’insicurezza e, in particolare, come le percezioni di incertezza si traducono in conseguenze negative per l’individuo e l’organizzazione. Le implicazioni pratiche possono essere considerate in relazione ai possibili interventi da parte del management su fattori organizzativi, come appunto quelli della giustizia, volti a migliorare le percezioni di equità e, di conseguenza, la relazione insicurezza-conseguenze negative.
Introduction and aims. In recent decades, job insecurity, that is the worry of job loss, has become increasingly important both for workers and organizations. The changes in the labor market, global competition, technological innovation, are factors that have determined over the years less financial security for organizations and, consequently, fewer job security for individuals. In addition to these factors that have characterized the last decades, the recent economic crisis added and it has contributed to increase the feelings of uncertainty, stress and anxiety of workers about the future of their job. As shown by OECD report on employment (Employment Outlook, 2011), there has been a deterioration in the labor market, particularly over the last four years, with an increase in unemployment not only among the atypical or temporary workers, but even among permanent employees. The increase of job insecurity perceptions has led a growing number of scholars to be interested in this topic and related issues. Several reviews and meta-analysis (De Witte, 2005; Sverke, Hellgreen & Näswall, 2002, Cheng & Chan, 2008) in particular have highlighted the negative effects of insecurity. Specifically, Sverke and colleagues (2002) have proposed a classification of potential consequences, based on four aspects: immediate or long-term, focused on individual or on organization. In fact, certain types of strain, such as attitudes, can develop "closer" in time to the stress experience, whereas others, such behavior, can occur after a longer period of time (see Zapf, Dormann, & Frese, 1996). In addition, some effects have their main impact on the individual and only indirectly on the organization (e.g., health), whereas other outcomes tend to be particularly harmful for the organization and have only an indirect effect on the individual (e.g., performance). Numerous studies have clearly shown the negative effects of job insecurity, but the strength of relationships resulted to vary among studies. In addition, some consequences have received less attention of research and, in some cases, the findings appear contradictory. In light of these considerations, the present thesis has been developed; the general aim is to increase the understanding of the relationship between job insecurity and its consequences, by addressing several specific research aims. The first aim proposes to examine reactions to insecurity especially those have not been thoroughly investigated in the literature. The second aim consists in studying the mechanisms of moderation that can buffer the relationship job insecurity-negative consequences. The third and final aim intends to investigate the possible mediating mechanisms which can explain how and why job insecurity perceptions translate into consequences for individual and organization. Both in the mechanisms of moderation than in mediating, the perceptions of organizational justice play an important role. In particular, fairness heuristic theory, instrumental and relational models of justice can provide an interpretation of how the reactions to job insecurity develop. Dissertation structure. The first chapter, introductory, presents the state of art about job insecurity research, its consequences and the role of organizational justice in these relationships. The three central chapters show the three proposed studies. Study 1 focuses on organizational reactions to job insecurity little examined by research, such as organizational citizenship behaviors and job performance. Furthermore, it analyses the moderating role of three types of justice (distributive, procedural, and interactional) on these consequences, thereby testing the principles of uncertainty management model (Lind & Van den Bos, 2002) but considering justice perceptions (and not job insecurity, as proposed by the model) like moderating variables. Study 2 examines breach of psychological contract and organizational justice (procedural and interactional) as two different variables intervening in the relationship between job insecurity and opposite organizational discretionary behaviors (citizenship and deviant), little investigated in the literature on job insecurity. Study 3 considers two mediating variables acting on each other in a causal chain (breach of psychological contract and distributive injustice), to explain the relationship between job insecurity and emotional exhaustion, the core element of burnout. The fifth and final chapter discusses the general results obtained in the different studies, in light of the specific aims proposed, emphasizing the empirical and theoretical contributions provided and highlighting the methodological limitations. Theoretical research model. The theoretical models proposed in the three studies were developed in the light of stress theories (transactional theory by Lazarus and Folkman, 1984, conservation of resources by Hobfoll, 1989) and the theory of psychological contract (Rousseau, 1989), to understand the consequences of job insecurity. These have been integrated with various theoretical models of organizational justice (fairness heuristic theory, instrumental and relational models) to provide an interpretation of moderation and mediation mechanisms through which the consequences develop. Research methodology. The research project involved 5 organizations of medium and small size, located between Verona and Trento, and a total of 570 blue-collar workers, a category particularly affected by the recent economic crisis. The research was carried out by administering a questionnaire consisting of several Likert scales that measured different variables included in studies. Research results. The role of organizational justice has demonstrated decisive in the relationships between job insecurity and its consequences, in all three studies. In the first, perceptions of procedural and interactional justice resulted to moderate the relationship between job insecurity and organizational consequences (affective commitment, organizational citizenship behaviors and perceived performance). In the second study, the relationship between job insecurity and two opposite extra-role behaviors (citizenship and counter-productive) was fully explained by two different mediating variables, organizational justice (procedural and interactional) and breach of psychological contract (multiple mediation model). Finally, in the third study we examined burnout as reaction to job insecurity, in particular the emotional exhaustion which is considered the key element. This relationship was explained through the processes of social exchange, using two mediating variables connecting to each other, i.e. breach of psychological contract and distributive injustice (three-path mediational model). In summary, the main result of this research shows that theories and models of organizational justice may contribute to explain the consequences of job insecurity, through mechanisms of moderation and mediation. From a theoretical point of view, this allows a better understanding of job insecurity’s construct and, in particular how the perceptions of uncertainty translate into negative consequences for individuals and organizations. The practical implications can be considered in relation to possible actions by management on organizational factors, as indeed those of justice, to improve perceptions of equity and, consequently, the relationship insecurity-negative consequences.

In this dissertation, I explored how distributive, procedural and interactional facets of organizational justice combine to produce judgments of overall organizational fairness. In particular, I explored how a recalled event versus an immediate event is differently perceived and reacted to. I document several differences in the composition of overall fairness judgments depending on the timing of the judgment. Results and implications for organizational life are discussed.

碩士
國立中山大學
人力資源管理研究所
107
This study is to explore the influence of person-organization fit on organizational citizenship behavior and voice behavior, and the mediating effect of the distributive justice of compensation and the moderating effect of proactive personality. This study is based on employees with direct supervisors and does not limit to specific industries. In order to reduce common method variance, the two-wave questionnaire survey was used to collect data in the study. There were 281 questionnaires distributed at the first phase and 260 valid questionnaires were returned. The valid response rate was 92.5%. Furthermore, 260 questionnaires were issued at the second phase and 243 valid questionnaires were returned. The valid response rate was 93.46% and 211 valid questionnaires ultimately. There is an 81.15% return rate. Based on the statistical analysis, results are as follows: 1. Person-organization fit is positively impact on distributive justice of compensation. 2. Person-organization fit is positively impact on organizational citizenship behavior -individuals /organizational citizenship behavior-organization, respectively. 3. Person-organization fit is positively impact on promotive/prohibitive voice behavior, respectively. 4. Distributive justice of compensation has a fully mediating effect between person-organization fit and organizational citizenship behavior-individuals/ organizational citizenship behavior-organization, respectively. 5. Distributive justice of compensation has no effect between person-organization fit and promotive/prohibitive voice behavior, respectively. 6. Proactive personality has no moderating effect between distributive justice of compensation and organizational citizenship behavior-individuals/organizational citizenship behavior-organization. 7. Proactive personality has no moderating effect between distributive justice of compensation and promotive/prohibitive voice behavior. Based on the research results, the concrete conclusions and suggestions will provide for HRM practice and further study as the references.

Apesar da vasta literatura sobre a justiça organizacional, a sua relação com as intenções de recomendação da organização por parte dos seus colaboradores tem recebido escassa atenção ao longo dos últimos anos. O presente estudo testa em que medida as perceções das dimensões da justiça (distributiva, procedimental e interacional) explicam as intenções de recomendação, através da mediação do empenhamento afetivo. Para o efeito, foi inquirida uma amostra de 511 colaboradores de uma empresa do setor industrial. Os resultados oferecem suporte parcial ao modelo formulado. Verificou-se a existência de mediação total pelo empenhamento afetivo na relação entre as dimensões procedimental e interacional da justiça organizacional e as intenções de recomendação.
Although there is a sizeable literature on organizational justice, its relationship with the recommendation intentions of the organization by its employees has received scarce attention over the past few years. The present study tests the extent to which the perceptions of the dimensions of justice (distributive, procedural and interactional) explain the recommendation intentions through the mediation of affective commitment. For this purpose, a survey was distributed to a sample of 511 employees from an industrial company. The results provide partial support for the hypothesized model as the relationship between procedural and interactional justice and recommendation intentions is totally mediated by affective commitment.

Ce mémoire vise principalement à déterminer l’effet médiateur de la justice organisationnelle entre le leadership d’habilitation des supérieurs immédiats et la détresse psychologique des employés. Deux objectifs principaux sont poursuivis. Le premier consiste à identifier l’impact du leadership d’habilitation sur la détresse psychologique. Le second objectif vise à déterminer le rôle médiateur de la justice organisationnelle, plus précisément la justice distributive, la justice procédurale, la justice interpersonnelle et la justice informationnelle, entre le leadership d’habilitation exercé envers un subordonné et la détresse psychologique. Les données secondaires qui nous permettent de faire les analyses statistiques nécessaires ont été recueillies dans le cadre d’une étude réalisée dans le secteur de la fabrication métallique industrielle (FMI) du Québec. Un total de 741 employés ont été sondés à l’aide de questionnaires. Des analyses d’équations structurelles ont permis de compléter nos analyses. Les résultats indiquent que le leadership d’habilitation seul ne permet pas de réduire les niveaux de détresse psychologique d’un subordonné. Cependant, les hypothèses concernant le rôle médiateur de la justice distributive et de la justice procédurale ont été confirmées. Pour conclure, ces résultats montrent que le leadership d’habilitation jumelé à la perception d’un haut niveau de justice distributive ou procédurale a un impact significatif sur la diminution de la survenance de détresse psychologique. Ainsi, il est dans l’intérêt des organisations du secteur de la fabrication métallurgique au Québec d’influencer les supérieurs immédiats d’appliquer un leadership d’habilitation tout en portant une attention particulière à la distributive des ressources ainsi qu’à l’élaboration des procédures.
The main objective of this research is to determine the mediating effect of organizational justice between the empowering leadership of immediate superiors and the psychological distress of employees. Two main objectives are pursued. The first is to identify the impact of empowering leadership on psychological distress. The second objective aims to determine the mediating role of organizational justice, more precisely distributive justice, procedural justice, interpersonal justice and informational justice, between the empowering leadership exercised towards a subordinate and psychological distress. The secondary data that allow us to make the necessary statistical analyzes were collected as part of a study carried out in the industrial metalworking sector of Quebec. A total of 741 employees were surveyed using questionnaires. Analyzes of structural equations completed our analyzes. The results indicate that empowering leadership alone does not reduce a subordinate’s levels of psychological distress. However, the hypotheses concerning the mediating role of distributive and procedural justice have confirmed. To conclude, these results show that empowering leadership combined with the perception of a high level of distributive or procedural justice has a significant impact on the reduction of the occurrence of psychological distress. Thus, it is in the interest of organizations in the metalworking sector of Quebec to influence the immediate superiors to apply empowering leadership while paying particular attention to the distribution of resources as well as to the elaboration of procedures.

JEL Classification Systems: Labor Management (M54); Dissertations (Y40)
In recent years, Chinese population is aging and growing rapidly, and the healthcare industry has been facing a problem of nurse shortage and high turnover rate. To get a better understand of the factors which may influence turnover intention in China, an integrated analysis was designed. The main goals of this research are twofold: to comprehend whether burnout is related to turnover intentions, and if so how perceived organizational support and distributive justice may influence the relationship between burnout and nurse’s turnover intention. To answer these questions, a survey was done in eight tertiary first-class hospitals in China. 266 returned validity questionnaire were contributing to this study. The results show that both personal burnout and work related burnout are positively related to nurse’s turnover intention. Perceived organizational support moderates the effect of nurse’s personal burnout on turnover intention and distributive justice moderates the effect of nurse’s work related burnout on turnover intention in China.
Nos últimos anos, a população chinesaestá a envelhecer e a crescer rapidamente, e a indústria dasaúde tem enfrentado o problema de escassez de enfermeiros e elevada taxa de rotatividade. Para obter uma melhor compreensão dos fatores que possam influenciara intenção de rotatividade na China, foi realizada uma análise integrada. Osprincipais objetivos desta investigação são dois: compreender se o desgaste (burnout) está relacionado com a intenção de rotatividade (turnover), e se sim como o suporte organizacional percebido e a justiça distributiva podem influenciar a relação entre o desgaste e a intenção de rotatividade dos enfermeiros.Para responder a estas questões, foi realizadoum inquéritoem oito hospitais de referência na China. 266 questionáriosválidosrecolhidos contribuíram para este estudo. Os resultados mostram que tanto o desgastepessoal como o desgasteassociadoao trabalho estão positivamente relacionados com a intenção de rotatividade dos enfermeiros. O suporteorganizacional percebido modera o efeito do desgaste pessoal do enfermeiro sobre a intenção derotatividade e a justiça distributiva modera o efeito do desgaste associado ao trabalho do enfermeiro sobre a intenção de rotatividade na China.

Ce mémoire a pour objectif de comprendre l'impact de la justice distributive et de la justice procédurale sur l'intention de rester via l'effet médiateur de l'engagement organisationnel. Pour étudier cette question, nous avons émis trois hypothèses basées sur les études empiriques et certaines théories. La première hypothèse stipule que la justice distributive est positivement et indirectement liée à l'intention de rester via l'engagement organisationnel. La deuxième hypothèse suggère que la justice procédurale est positivement et indirectement associée à l'intention de rester en passant par l'engagement organisationnel. La dernière hypothèse indique que la justice procédurale a un impact plus important sur l'intention de rester que la justice distributive via l'engagement organisationnel. Les données utilisées pour cette étude longitudinale ont été colligées dans le cadre d'une enquête portant sur « les liens entre la rémunération, la formation et le développement des compétences avec l’attraction et la rétention des employés clés ». Ces données proviennent d'une entreprise internationale du secteur des technologies de l'information et des communications (TIC) à Montréal. Les participants de l'étude sont les travailleurs nouvellement embauchés durant la période du 1er avril 2009 au 30 septembre 2010. À la suite de l'analyse des données, les résultats confirment toutes les hypothèses. Ces résultats indiquent que la justice distributive et la justice procédurale sont indirectement et positivement associées à l'intention de rester par l'effet médiateur de l'engagement organisationnel. De plus, les résultats des analyses multivariées longitudinales montrent que la justice procédurale affecte davantage l'intention de rester que la justice distributive via l'engagement organisationnel. Le travail sous supervision et le soutien organisationnel perçu ont également un impact considérable sur l'intention de rester des travailleurs. Finalement, la conclusion du mémoire indique en quoi cette recherche permet de guider les gestionnaires dans l'insertion de pratiques de fidélisation du personnel.
The purpose of this thesis is to understand the impact of distributive justice and procedural justice on workers' intent to stay via the organizational committment. In order to procede, we emited three hypothesis based on empirical researches and some theories. The first hypothesis suggests that distributive justice is positively and indirectly linked to workers' intent to stay when mediated by the organizational committment. The second hypothesis states that procedural justice stays positively and indirectly associated to workers's intent to stay via organizational committment. The last hypothesis stipulates that procedural justice has more impact on workers' intent to stay than distributive justice when mediated by the organizational committment. The data used for this study were collected for a larger research on “ the links between compensation, training and skills development with attracting and retaining key employees “. These data come from an international organization, operating in information technologies and communications, located in Montreal. Participants of the study were workers newly hired during the period of April 1st 2009 to September 30th 2010. Consequently to the the data analysis, the results confirm all hypothesis. These results indicate that distributive justice and procedural justice are indirectly and positively linked to workers' intent to stay by the mediating effet of organizational commitment. Moreover, the results of longitudinal multivariate analysis show that procedural justice has a greater effet on workers' intent to stay via organizational commitment. Working under supervision and perceived organizational support also affect considerably workers' intent to stay. Finally, the conclusion of the thesis helps human resources and industrial managers in the implementation of fidelity employment practices.

Classificação pelo JEL Classification System: J530 Gestão das Relações no Trabalho; M540 Economia dos Recursos Humanos: Gestão do Trabalho
A literatura em torno do problema da rotatividade externa tem evoluído ao longo dos anos para modelos explicativos integradores. Tomando o modelo de Paré e Tremblay (2007) como ponto de partida do estado da arte, é proposta e testada empiricamente uma revisão deste modelo com um foco mais específico na avaliação do desempenho. Com uma amostra de 474 trabalhadores de uma empresa industrial testámos o modelo revisto que prevê papeis mediadores em série para a justiça distributiva, satisfação no trabalho, implicação afectiva e normativa na relação entre percepções conjuntas das práticas de avaliação do desempenho e feedback procurando explicar a intenção de saída. Os resultados suportam o modelo proposto com bons valores explicativos da intenção de saída.
Literature on the issue of voluntary employee turnover has evolved across the years into integrative explaining models. Departing from Paré and Tremblay’s (2007) model as an account of the state-of-the-art, we propose and test empirically a revised version of that model with a specific focus on performance appraisal. With a sample of 474 employees from a manufacture we tested this revised model that establishes sequenced mediating roles for distributive justice, job satisfaction, affective and normative commitment in the relation between joint perceptions of performance appraisal and feedback intending to explain intention to quit. Results support the proposed model showing good explanative power of intention to quit.

Counterproductive work behaviors (CWBs) are an expensive phenomenon for organizations, costing billions of dollars collectively each year. Recent research has focused on justice perceptions as predictors of CWBs, but little research has been conducted on the specific types of counterproductive work behaviors (i.e., sabotage, withdrawal, production deviance, abuse, and theft) that result from specific organizational justice perceptions (i.e., distributive, procedural, interpersonal, and informational) and the mediating effect of state affect. The current paper meta-analyzed the relationships between justice, CWB, and state affect and found that justice was negatively related to dimensions of CWB and state positive/negative affect were negatively/positively related to CWB dimensions, respectively. However, mediation of the relationship between justice and CWB by state affect was inconsistent across justice types and CWB dimensions. These findings suggests that, while managers should maintain an awareness of justice and state affect as individual predictors of CWBs, the current study does not necessarily support the claim that state affect explains the relationship between justice and counterproductive work behavior dimensions.
M.S.
Masters
Psychology
Sciences
Industrial Organizational Psychology

Dissertação de mestrado em Direitos Humanos
São muitas as questões que surgem a propósito das Organizações Não Governamentais: a sua história, o seu ideário, a necessidade a que respondem. O objetivo da presente dissertação não se propõe o equacionamento de todas estas questões. O que pretendemos respeita a importância destas questões mas procura formular ainda uma outra questão. Assim, e diferentemente, caminharemos no sentido de isolar algumas questões éticas que as ONG fazem nascer. Os aspetos da problemática ética destas instituições são muitos, nomeadamente os seus valores, a salvaguarda que fazem dos mais desfavorecidos, o incentivo à proteção da pessoa humana, o combate diário pela igualdade social, os critérios de distribuição de meios de ajuda escassos, o altruísmo, o fundamento da ação ética destas organizações, a influência do exemplo de figuras fundadoras, a racionalidade da beneficência, etc. Subsidiariamente, procurar-se-á encontrar o denominador comum destas organizações, respeitando, como se impõe, o que cada uma tem de idiossincrático. Esta investigação tem uma hipótese de trabalho a defender: a ação beneficente que se revela no trabalho esforçado das ONG manifesta em primeiro lugar uma bondade inteligente. As desigualdades não devem ser encaradas como uma simples consequência do progresso económico que se atravessa. Deve ter-se o anseio de construir uma sociedade mais justa, igualitária, onde a justiça distributiva seja um, senão o maior, objetivo cumprido. A presente dissertação procurará, por conseguinte, apurar quais são as novas estratégias morais para lidar com preocupações sociais da sociedade contemporânea, reflectirá sobre os contributos do equilíbrio entre a bondade e a racionalidade, investigará qual o papel destas organizações na defesa dos direitos humanos e, por último, examinará de que modo o Estado, a lei e os estatutos jurídicos apoiam a beneficência das ONG em Portugal.
There are many issues arising on the subject of Non-Governmental Organizations: its history, its ideology or the demands they respond to. The purpose of this dissertation is not intended to addressing all these issues. What we want to do respects the importance of these issues but seeks to formulate another question. Thus, and otherwise, we will seek to isolate some ethical issues that NGOs raise. The features of the ethical problematic of these institutions are quite varied, including its principles, the safeguard of the underprivileged people, encouraging protection of the human being, the daily struggle for social equality, the criteria for distribution of scarce aid resources, altruism, the foundation of the ethical action of these organizations, the influence of the model of founding figures, the rationality of charity, etc. We will try to find the common purpose of these organizations; clearly cherishing their peculiar features. This research defends a working hypothesis: the charitable action revealed on the hard work of NGO displays, first of all, a sort of smart kindness. Social discriminations should not be considered as a simple consequence of economic progress. One should have the desire to build a more just and egalitarian society, where distributive justice is one, if not the greatest, objetive to fulfill. Therefore, this work will seek to establish the new moral strategies addressing the social concerns of contemporary society, reflecting on the balance of contributions between goodness and rationality, we will investigate the role of these organizations in the defense of human rights and, finally, we will examine how the State, the law and the legal status support charitable NGO in Portugal.

碩士
國立政治大學
企業管理研究所(MBA學位學程)
107
The open position in the Bank industry is always called “ golden bowl”, the average of salary, the working environment, or the company benefits are all better than other industries. According to the statistics from the Directorate-General of Budget, Accounting and Statistics, Executive Yuan, the average monthly salary of each employee in “Finance and Insurance” industries is significant higher than in “Information and Communication Technology” and “Health Care Assistance“. Moreover, with the growing in global economic and overall employee income, salary is not the only object employee pursues. How to improve the career benefits becomes more and more important. Among the career benefits is promotion system. The Forced Distribution is used on performance review in Bank industry. During the performance appraisal, performance is not the only parameter; Forced Distribution is also one of the considerations. The Forced Distribution may somehow causes various opinions from employees; therefore, affecting on the employee satisfaction. This study is to explore the principle of the Forced Distribution agrees with employees’ understandings, and the relationship between the Forced Distribution, Organizational Justice and Job Satisfaction. This study is limited to those employees who are not at management level and current working in this business bank. With 200 random samples, the content of this survey includes the distribution principle of performance review, the correlation between the fairness and the employee satisfaction.

Professional Doctorate - Doctor of Business Administration (DBA)
Downsizing has had a significant influence on organizational life over the past 10 years in Hong Kong. When organizations downsize, two groups of employee emerge, those who are laid off and those who remain in the organization. The experiences of those remaining in the organization, or the organizational survivors, have been neglected. This study presents examination of the experiences of survivors with regard to different antecedents (Procedural Justice, Interactional Justice, and Distributive Justice) and Perceived Organizational Support, work outcomes (Job satisfaction, Job Performance and Turnover Intention) and trust to different referents (Direct Leader and Organizational Leader) in the context of downsizing. The study develops and empirically tests a theoretical framework that examines the relationship between survivors’ perceptions of the three justices and perceived organizational support, trust in direct leader, trust in organizational leader, job satisfaction, job performance and turnover intention. The theoretical framework integrates previous research findings examining the concept of trust from management and psychology literature. A survey instrument is developed and administered to collect information and data were gathered from survivors representing a variety of organizations and industries. The theoretical model was analyzed using a partial least squares. The results support several of the hypothesized relationships. Correlational data indicated that these antecedents and trust in both leaders all demonstrated significant correlations with the work outcomes variables, with the exception of job performance. The partial least squares analysis was adopted to find out that the mediation effects between different antecedents, work outcomes and trust to different referents. The results revealed that trust in both leaders mediated the relationships between these antecedents and the work outcomes variables. However, it is very surprising that all antecedents and trust in direct leader did not correlate with job performance and the trust in direct leader did not act as a mediator between procedural and interactional justice and job performance. Possible explanations of the results as well as implications for practice and future research are provided.