scholarly journals Pengaruh Distributive Justice dan Procedural Justice Terhadap Employee Engagement pada PT. X dengan Affective Commitment sebagai Variabel Mediasi

JURNAL EKBIS ◽  
2020 ◽  
Vol 21 (2) ◽  
pp. 97
Author(s):  
Rosalia Fatma Bamiati
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Affective Commitment

scholarly journals The Effect of Distributive Justice, Procedural Justice of Compensation and Emotional Intelligence on Affective Commitments

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Nur Rizqi Febriandika
Keyword(s):  
Emotional Intelligence ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Significant Positive Effect ◽  
Managerial Employees ◽  
Positive Effect

This research determines the distributive justice of compensation, procedural justice of compensation and emotional intelligence on affective commitment. The populations of this study are 115 non-managerial employees of three BMT in Yogyakarta. This study uses quantitative methods and SEM (Structural Equation Modeling) is used to analyze the data collection which is operationalized by the AMOS 21 application program. The results of this study indicate that distributive justice and emotional intelligence have a significant positive effect on affective commitment while procedural justice compensation has no effect on affective commitment.

scholarly journals Efek Mediasi Keterikatan Karyawan pada Pengaruh Keadilan Distributif dan Prosedural Terhadap Keinginan Berpindah

2020 ◽  
Vol 24 (3) ◽  
pp. 400
Author(s):  
Edalmen, Patricia Fiona Ngadiman
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Sample Selection ◽  
Negative Influence ◽  
Selection Method ◽  
Sampling Techniques ◽  
Negative Effect ◽  
Positive Effect

This study aims to determine the effect of distributive justice and procedural justice on turnover intention with employee engagement as a mediating variable at PT. XYZ The sample used was 83 respondents with a sample selection method using saturated sampling techniques. The study was conducted quantitatively and used a questionnaire to collect data. The results of this study concluded that distributive justice and procedural justice had a positive effect on employee engagement. Distributive justice has a negative effect on turnover intention, but the effect of procedural justice on turnover intention is not significant. Employee engagement acts as a partial mediation in distributive justice relations to turnover intention and acts as a full mediator on the influence of procedural justice on turnover intention. The next finding is that employee engagement has a negative influence on the desire to.

scholarly journals ORGANIZATIONAL JUSTICE AND AFFECTIVE COMMITMENT TO CHANGE IN EMPLOYEES OF MULTIFINANCIAL SERVICE COMPANY

2020 ◽  
Vol 19 (1) ◽  
pp. 51-60
Author(s):  
Safitri Primawidi ◽  
Wustari Mangundjaya
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Significant Role ◽  
Affective Commitment ◽  
Commitment To Change ◽  
Multiple Regressions ◽  
Four Dimensions ◽  
Service Company

The aim of the study is to investigate the role of organizational justice to affective commitment to change. The study was conducted based on data collected from 42 employees working in head office of multifinancial service company. It is made up of 16 males and 26 females’ employees. Affective commitment to change was measured using Herscovitch and Meyer’s Affective Commitment to Change Scale (6 items; α= .828). While organizational justice was measured using Colquitt’s Organizational Justice Scale (20 items; α=.905). The hypotheses were tested using multiple regressions. The result showed R2 of .821, meaning that 82% of affective commitment to change can be explained by organizational justice. Among four dimensions of organizational justice, procedural justice has the most influence and significant role on affective commitment to change (β= .445, p<.001), followed by distributive justice (β = .336, p<.001). The findings of the study demonstrated that organizational justice has positive significant impact on affective commitment to change, particularly distributive and procedural justice. Based on this study, in order to develop affective commitment to change in these multifinance company employees, to design intervention to increase organizational justice is neccessary.

The relationship between justice and commitment: the moderation of trust

2015 ◽  
Vol 7 (1) ◽  
pp. 73-88 ◽  
Author(s):  
Zhou Jiang
Keyword(s):  
South Korea ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Affective Commitment ◽  
Organizational Trust ◽  
Interactive Effect ◽  
Moderating Effect ◽  
Content Type ◽  
Justice Perceptions ◽  
The Relationship

Purpose – The purpose of this paper is to examine whether distributive justice interacts with procedural justice to influence affective commitment; whether organizational trust moderates the relationships of affective commitment with these two justice perceptions; and whether organizational trust moderates the interactive effect of justice perceptions on affective commitment. Design/methodology/approach – This study administered both paper and online surveys to university employees from China, South Korea, and Australia, obtaining 706 usable responses from 65 universities. Hierarchical regressions were employed to test hypotheses for each country. The patterns of results were compared across nations. Findings – It was found that in Australia, but not in South Korea and China, distributive justice interacted with procedural justice to influence affective commitment. Results also revealed that in Australia, organizational trust moderated the relationship between affective commitment and distributive justice but not the relationship between affective commitment and procedural justice. By contrast, in South Korea and China, organizational trust had no moderating effect on justice-commitment relationships. Research limitations/implications – Although this study was limited due to the use of self-report data and the focus of a single type of organization, it provides relatively new cross-cultural evidence regarding justice effects and the role of trust in the Asia Pacific region. Originality/value – This study is among the first to provide empirical evidence of a moderating effect of trust on justice-outcome relationships. It is also one of the first to cross-culturally investigate the interactive effect of distributive justice and procedural justice, with an additional focus on trust’s moderation role.

scholarly journals Increasing Knowledge Transfer to Employees Through Organizational Justice with Affective Commitment as Mediator

2021 ◽  
Vol 12 (2) ◽  
pp. Layouting
Author(s):  
Fawzi Rizki Pradana ◽  
Heru Kurnianto Tjahjono ◽  
Nuryakin Nuryakin
Keyword(s):  
Knowledge Transfer ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Model Development ◽  
Interactional Justice ◽  
Exploratory Research ◽  
Research Model ◽  
Study Results

Research aims: This study aims to determine the mediation of affective commitment on the effects of organizational justice, consisting of distributive justice, procedural justice, and interactional justice, on the knowledge transfer to employees at Diskominfo Kebumen Regency. The purpose of this research is also to find out the effect of distributive, procedural, and interactional justice on affective commitment, the effect of affective commitment on knowledge transfer, and the mediating role of affective commitment in the relationship between distributive, procedural, and interactional justice on knowledge transfer.Design/Methodology/Approach: This study used a quantitative approach with the path analysis method. Respondents in this study were employees at Diskominfo Kebumen. The sample used was 78 respondents who were taken by the total sampling technique.Research findings: This study found that distributive justice, procedural justice, and interactional justice significantly and directly affected affective commitment. The study results also showed a significant direct effect of affective commitment on knowledge transfer. Also, distributive justice, procedural justice, and interactional justice indirectly affected knowledge transfer through the mediation of affective commitment.Theoretical contribution: There are few previous studies on distributive, procedural, and interactional justice variables. The difference in this research lies in the research model development and the existing respondents’ characteristics.Practitioner/Policy implication: Based on this research, Diskominfo Kebumen, in the future, can pay attention to the variable aspects of this research in the decision-making process and the development of employee capabilities.Research limitation/Implication: The limitation in this study is that there are still few references related to variables, so mediation is needed. For example, no research addresses the direct relationship between knowledge transfer and organizational justice. Therefore, the scope for exploratory research is limited, and the research model and analysis methods must be adjusted.

scholarly journals Peran Mediasi Kepuasan Kerja pada Pengaruh Keadilan Distributif dan Keadilan Prosedural terhadap Komitmen Afektif Studi Pada Kantor Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan

2021 ◽  
Vol 11 (2) ◽  
pp. 112-129
Author(s):  
Bahtiar Nur Syahbana ◽  
Epsilandri Septyarini
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Affective Commitment ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Normality Test ◽  
Saturated Sample ◽  
Questionnaire Method

This study aims to determine (1) the effect of distributive justice on job satisfaction and, (2) the effect of procedural justice on job satisfaction (3) the effect of job satisfaction on affective commitmnent (4) the effect of distributive justice on affective commitmnet (5) the effect of procedural justice on affective commitment. Research took sample by applying nonprobability sampling with saturated sample. The sample in this study were 40 employee of Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan. The data collection method uses a questionnaire method that is distributed using the Purposive Sampling technique. In this research, data quality test, classical assumption test (normality test, multicollinearity test and heterokesdasticity test) are used, multiple linear regression analysis , sobel test, path analysis, and hypothesis testing. The research show that there is a positive significant relationship between distributive justice on job satisfaction, procedural justice on job satisfaction, procedural justice on affective commitment, job satisfaction on affective commitment, job satisfaction have a positive and significant effect on mediating between distributive justice and procedural justice on affective commitment. In the other result, this research found that there is no positive and significant effect between distributive justice on affective commitment. Keywords : distributive justice, procedural justice, job satisfaction, affective commitment

scholarly journals PERAN MEDIASI AFFECTIVE COMMITMENT PADA HUBUNGAN PROCEDURAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT DENGAN EMPLOYEE ENGAGEMENT

2016 ◽  
Vol 7 (1) ◽  
pp. 14-27
Author(s):  
Praptini Yulianti ◽  
Early Antarest Haryadi Puteri
Keyword(s):  
Procedural Justice ◽  
Employee Engagement ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square

Organisasi yang memiliki karyawan yang engagement pada pekerjaan akan dapat meraih keunggulan kompetitif. Keadilan prosedural (procedural justice), persepsi atas dukungan yang diberikan organisasi (perceived organizational support) dan komitmen afektif (affective commitment) dapat sebagai variabel untuk membangun employee engagement.Penelitian ini dilakukan pada karyawan bagian produksi perusahaan manufaktur di Surabaya. Penelitian ini bertujuan untuk mengetahui pengaruh procedural justice dan perceived organizational support terhadap employee engagement dengan affective commitment sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantiatif. Sampel pada penelitian ini adalah karyawan tetap bagian produksi perusahaan manufaktur di Surabaya sejumlah  182 sampel dengan menggunakan metode sensus. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis Partial Least Square (PLS)Hasil pada penelitian ini menunjukan bahwa procedural justice dan perceived organizational support berpengaruh secara signifikan employee engagement dan affective commitment  sebagai variabel mediasi  karyawan bagian produksi perusahaan manufaktur.

scholarly journals A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior

2005 ◽  
Vol 7 (2) ◽  
pp. 131 ◽  
Author(s):  
Harif Amali Rifai
Keyword(s):  
Job Satisfaction ◽  
Theoretical Model ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Goodness Of Fit ◽  
Affective Commitment ◽  
Sem Analysis ◽  
Citizenship Behavior

This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB) through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.

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