東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Analyzing the organizational justice...

Kaneshiro, Paul.

Linked to FindBook

Google Book

Amazon

博客來

Analyzing the organizational justice, trust, and commitment relationship in a public organization.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Analyzing the organizational justice, trust, and commitment relationship in a public organization./
Author:	Kaneshiro, Paul.
Description:	183 p.
Notes:	Adviser: Daljit Singh.
Contained By:	Dissertation Abstracts International69-01A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3299220
ISBN:	9780549440918

Analyzing the organizational justice, trust, and commitment relationship in a public organization.
Kaneshiro, Paul.

Analyzing the organizational justice, trust, and commitment relationship in a public organization. - 183 p.

Adviser: Daljit Singh.

Thesis (Ph.D.)--Northcentral University, 2008.

Organizational commitment is widely described in the management and organizational behavior literature as a key factor in the relationship between individuals and organizations. Researchers (Fiorito, Bozeman, Young, & Meurs, 2007; Meyer, Allen, & Smith, 1993) contend that organizational commitment may lead to beneficial consequences such as increased effectiveness, performance, and productivity, and decreased turnover and absenteeism at the individual and organizational levels. Researchers of public administration (Dobel, 1990; Perry & Wise, 1990; Romzek, 1990) have noted that more empirical studies of employee commitment are needed to understand its motivational base in the public sector. In the current study, two antecedent variables, organizational justice and organizational trust, were examined to determine their degree of correlation with organizational commitment among a sample of 70 employees in a single public organization. This study was based on a quantitative research method and purposive sampling using a 65-item survey instrument comprised of Beugre's (1998a) Organizational Justice Scale, Nyhan and Marlowe's (1997) Organizational Trust Inventory, and Meyer and Allen's (2004) Employee Commitment Survey. Results of descriptive tests showed that participants displayed moderate levels of organizational justice, trust, and commitment. Mean scores for organizational commitment showed affective commitment as the highest, followed by continuance and normative commitment. Bivariate correlation and multivariate regression statistical tests showed that organizational justice and organizational trust were significantly related to organizational commitment, especially affective and normative commitment. However, no significant relationship was found between justice and trust with continuance commitment. The relationship between organizational justice and trust was significant, more specifically in the correlation between procedural, interactional, and systemic justice, and interpersonal and system trust. The current research adds to existing resources on organizational commitment in the public sector that managers may use to foster and sustain long-term organizational performance. The findings also add to the existing body of knowledge on the correlation of the organizational justice, organizational trust, and organizational commitment variables, as few studies (Kwon, 2001) have combined all three variables in a single study in the public sector.

ISBN: 9780549440918Subjects--Topical Terms:

626628
Business Administration, Management.

Analyzing the organizational justice, trust, and commitment relationship in a public organization.
LDR:03408nam 2200289 a 45 001 941325
005 20110518
008 110518s2008 ||||||||||||||||| ||eng d
020 $a 9780549440918
035 $a (UMI)AAI3299220
035 $a AAI3299220
040 $a UMI $c UMI
100 1 $a Kaneshiro, Paul. $3 1265459
245 1 0 $a Analyzing the organizational justice, trust, and commitment relationship in a public organization.
300 $a 183 p.
500 $a Adviser: Daljit Singh.
500 $a Source: Dissertation Abstracts International, Volume: 69-01, Section: A, page: 0283.
502 $a Thesis (Ph.D.)--Northcentral University, 2008.
520 $a Organizational commitment is widely described in the management and organizational behavior literature as a key factor in the relationship between individuals and organizations. Researchers (Fiorito, Bozeman, Young, & Meurs, 2007; Meyer, Allen, & Smith, 1993) contend that organizational commitment may lead to beneficial consequences such as increased effectiveness, performance, and productivity, and decreased turnover and absenteeism at the individual and organizational levels. Researchers of public administration (Dobel, 1990; Perry & Wise, 1990; Romzek, 1990) have noted that more empirical studies of employee commitment are needed to understand its motivational base in the public sector. In the current study, two antecedent variables, organizational justice and organizational trust, were examined to determine their degree of correlation with organizational commitment among a sample of 70 employees in a single public organization. This study was based on a quantitative research method and purposive sampling using a 65-item survey instrument comprised of Beugre's (1998a) Organizational Justice Scale, Nyhan and Marlowe's (1997) Organizational Trust Inventory, and Meyer and Allen's (2004) Employee Commitment Survey. Results of descriptive tests showed that participants displayed moderate levels of organizational justice, trust, and commitment. Mean scores for organizational commitment showed affective commitment as the highest, followed by continuance and normative commitment. Bivariate correlation and multivariate regression statistical tests showed that organizational justice and organizational trust were significantly related to organizational commitment, especially affective and normative commitment. However, no significant relationship was found between justice and trust with continuance commitment. The relationship between organizational justice and trust was significant, more specifically in the correlation between procedural, interactional, and systemic justice, and interpersonal and system trust. The current research adds to existing resources on organizational commitment in the public sector that managers may use to foster and sustain long-term organizational performance. The findings also add to the existing body of knowledge on the correlation of the organizational justice, organizational trust, and organizational commitment variables, as few studies (Kwon, 2001) have combined all three variables in a single study in the public sector.
590 $a School code: 1443.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Political Science, Public Administration. $3 1017438
650 4 $a Sociology, Organizational. $3 1018023
690 $a 0454
690 $a 0617
690 $a 0703
710 2 $a Northcentral University. $3 1018547
773 0 $t Dissertation Abstracts International $g 69-01A.
790 $a 1443
790 1 0 $a Singh, Daljit, $e advisor
791 $a Ph.D.
792 $a 2008
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3299220