Araştırma Makalesi
ASSESSING EMPLOYEE COMMITMENT AS A FUNCTION OF ORGANISATIONAL JUSTICE IN NIGERIA’S CORPORATE AFFAIRS COMMISSION
Öz
The goal of any organisation is to make considerable progress regardless of the situations with which the business has to contend. Organisational goals can be achieved with the right commitment by employees to official responsibilities. Employee commitment, however depends on how employees view the relationship they share with the organization. In this paper, an attempt is made to understand how organisational fairness impacts commitment and contributions of employees towards the achievement of organisational goal within Nigeria’s corporate affairs commission, an organisation that handles business registration in Nigeria. Using simple linear regression, each dimension of organisational justice; distributive, procedural and interactional was linearly regressed on individual types of employees’ commitment; affective, normative and continuance. Using age, sex and years of experience as control variables, it was found that organisational justice in its distributive form significantly impacts the level of commitment an employee will show as a result of being emotionally attached to an organization. In the same way, it was observed that employees of CAC exhibit normative commitment, since they perceive fairness of processes within the organization. On the other hand, a smooth relationship between CAC employees and associates (interactional justice) does not necessarily translate to continuance commitment
Anahtar Kelimeler
Organisational justice fairness injustice employee commitment performance corporate affairs commission
Kaynakça
- Adams, J. S. (1963). Wages Inequities, Productivity and Work Quality. Industrial Relations 3, 9-16. Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz :( Ed.), Advances in experimental social psychology 2, 267-299. New York: Academic Press. Aggarwal-Gupta, M. and Kumar, R. (2010). Look who's talking! Impact of communication relationship satisfaction on justice perceptions. Vikalpa: The Journal for Decision Makers, 35(3): 55-65. Ajila, C. and Awonusi, A. (2004).Influence of rewards on workers performance in an organization. Journal of Social Science. 8(1): 7-12. Akanbi, P, A. and Ofoegbu, O. E. (2013). Impact of perceived organisational justice on organisational commitment of a food and beverage firm in Nigeria. International Journal of Humanities and Social Science, 3 (14), 207-218. Akintayo D.I. (2010). Work-family role conflict and organisational commitment among industrial workers in Nigeria. Journal of Psychology and Counselling. 2(1), 1-8 Alder, G. S. and Ambrose, M. L. (2005). An examination of the effect of computerized performance monitoring feedback on monitoring fairness, performance, and satisfaction. Organisational Behavior and Human Decision Processes, 97(2), 161-177. Ali I., Rehman K., Ali S.I., Yousaf J. and Zia M. (2010). Corporate social responsibility influences employee commitment and organisational performance. African Journal of Business Management.4(12), 2796-2801. Al-Zu'bl, H.A. (2010). A study of relationship between organisational justice and job satisfaction. International Journal of Business and Management, 5(12):102-100. Ambrose, M. L. and Cropanzano, R. (2003). A longitudinal analysis of organisational fairness: An examination of reactions to tenure and promotion decisions. Journal of Applied Psychology, 88(2), 266-275. Ambrose, M., Seabright, M.and Schminke, M. (2002). Sabotage in the workplace: The role of organisational justice. Avolio, B. J., Zhu, W., Kho, W. and Bhatia, P. (2004). Transformational leadership and organisational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organisational Behavior, 25(8), 951-968. Bakhshi, A, Kumar, K. and Rani, E. (2009). Organisational justice perceptions as predictor of job satisfaction and organisational commitment. International Journal of Business Management. 9: 145-154 Beck, K. and Wilson. Carlene, (2000). Development of affective organisational commitment: A cross sequential examination of change with tenure. Journal of vocational behaviour, 56:1):114-136. Bernerth, J. B., Feild, H. S., Giles, W. F. and Cole, M. S. (2006). Perceived fairness in employee selection: The role of applicant personality. Journal of Business and Psychology, 20(4), 545-563 Camilleri E. (2002). Some antecedents of organisational commitment: Results from an information systems public sector organization. Bank of Valletta Review. 25, 1-29. CIPD (2001), Employers’ perceptions of the psychological contract’, CIPD Report 112. Cohen, A. (1991), ‘Career stage as a moderator of the relationship between organisational commitment and its outcomes: A meta-analysis’, Journal of Occupational Psychology, 64, 253-268. Cohen-Charash, Y. and Spector, P. (2001).The role of justice in organizations: A meta-analysis. Organisational Behavior and Human Decision Processes, 86, 278-232. Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., and Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organisational justice research. Journal of Applied Psychology, 86(3), 425. Colquitt, J.A. (2001). On the dimensionality of organisational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400. doi: 10.1037//0021-9010.86.3.386 Colquitt, J.A. and Rodell, J.B. (2011). Justice, trust, trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, (6):1183- Company and Allied Matters Act (2004). CAP C20 LFN . Abuja: CAMA. Cox, T. H., Jr. (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett Koehler. Cox, T. H., Jr., and Blake, S. (1991). Managing cultural diversity: implications for organisational competitiveness. Academy of Management Executive, 5(3), 45–56. Cropanzano, R., Bowen, D. E., and Gilliland, S. W., (2007), The management of organisational justice. Academy of Management Perspectives. 21(4), 34-48. Cropanzano, R., Rupp, D. E., Mohler, C. J. and Schminke, M. (2001). Three roads to organisational justice. In G. R.Ferris (Ed.), Research in Personnel and Human Resources Management. 20, 1-113. New York: JAI Press Day, N.E. 2011. Perceived pay communication, justice and pay satisfaction. Employee Relations, 33(5): 476-497. Deutsch, M. (1975). Equity, equality, and Need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31,(3), 137-149. Dunham R, Grube J. and Castaneda, M. (1994), ‘Organisational Commitment: The utility of an integrative definition’, Journal of Applied Psychology, 79, 370-380 Elanain, H.M.A. (2009). Job characteristics, work attitudes and behaviors in a nonwestern context: Distributive justice as a mediator. Journal of Management Development, 28(5), 457 – 477. Elovainio, M., Van den Bos, K., Linna, A., Kivimaki, M., Ala-Mursula, L., Pentti, J. and Vahtera, J. (2005). Combined effects of uncertainty and organisational justice on employee health: Testing the uncertainty management model of fairness judgments among Finnish public sector employees. Social Science and Medicine, 61(12), 2501-2512 Folger, R., and Cropanzano, R. (2001). Fairness theory: Justice as accountability. In J. Greenberg and R. Cropanzano (Eds.), Advances in organisational justice (1–55). Stanford, CA: Stanford University Press. Geeta, R., Pooja, G. and Renu, R. (2011). Effect of justice perception on managerial effectiveness. IUP Journal of Organisational Behavior, 10(2): 7-20. Ghosh, P., Rai, A. and Sinha, A. (2014). Organisational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel Review, 43(4), 628-652 Green, S., Anderson, S. and Shivers, S. (1996), ‘Demographics and organisational influences on leader-member exchange and related work attitudes’, Organisational Behaviour and Human Decision Processes, 66, 203-214 Greenberg, J. (1987). A taxonomy of organisational justice theories. Academy of Management Review, 12, 9-22 Greenberg, J. (1990). Organisational Justice: Yesterday, today and tomorrow. Journal of Management, 16, 399-432. Greenberg, J., (Feb, 1987), Reactions to procedural injustice in payment distributions: Do the means justify the ends?, Journal of Applied Psychology, 72(1), 55-61. Gupta, V. and Kumar, S. (2012). Impact of performance appraisal justice on employee engagement: A study of Indian professionals. Employee Relations, 35(1), 61-78. Hegtvedt, K. A., Clay-Warner, J., and Johnson. C. (2003). The social context of responses to injustice: Considering the indirect and direct effects of group-level factors. Social Justice Research, 16 Hogg M, Terry D and White K. (1995). ‘A tale of two theories: A critical comparison of identity theory with social identity theory’, Social Psychology Quarterly, 58, 255-269 Ibidunni, S. A., Olokundun, A. M., Kehinde, J. O., Falola, O. H., Borishade, T. T. and Olusanmi, O. (2018). Moderating Effect of Organizational Climate on a Task-Trait Leadership Orientation and Employee Commitment: The Nigerian Banking Experience. Academy of Strategic Management Journal, 17(2), 1-6, 1939-6104-17-2-183. Ikramullah, M., Shah, B., Ul Hassan, F.S., Zamman, T. and Khan, H. (2011). Fairness perceptions of performance appraisal system: An empirical study of civil servants in district Dera Ismail Khan, Pakistan. International Journal of Business and Social Science, 2(21): 92-100. Konovsky, M. (2000).Understanding procedural justice and its impact on business organisations. Journal of Management, 26, 489 Leventhal, G. (1976). The distribution of rewards and resources in groups and organisations. Advances in Experimental Social Psychology 9:91-131. Lo M., Ramayah T. and Min H.W. (2009). Leadership styles and organsational commitment: A test on Malaysia manufacturing industry. African Journal of Marketing Management. 1(6), 133 Martínez-Tur V, Peiró, J. M, Ramos J and Moliner, C. (2006) Justice perceptions as predictors of customer satisfaction: The impact of distributive, procedural, and interactional justice. Journal of Applied Social Psychology. 36:100–119. Mathieu, J. and Zajac, D. (1990), ‘A review and meta-analysis of the antecedents, correlates, and consequences of organisational commitment’, Psychological Bulletin, 108, 171-194 Meyer, J. P. and Allen N. J. (1997). Commitment in the workplace theory, research and application, Sage Publications. Meyer, P. J. and Herscovitch, L. (2001). Commitment in the workplace: Towards a general model. Human Resource Management Review, 11, 299-326. Muhammad, E. M. and Basharat N. (2011). Impact of perceived organisational justice on organisational commitment of faculty: Empirical evidence from Pakistan. Interdisciplinary Journal of Research in Business 1(9): 92- 98) Neubert, M. J., & Cady, S. H. (2001). Program commitment: A multi-study longitudinal field investigation of its impact and antecedents. Personnel Psychology, 54, 421–448 Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organisational citizenship behavior. Academy of Management Journal, 36(3), 527-556. Nkomo, S. M. and Cox, T. Jr. (1996). Diverse identities in organisations. In S. R. Clegg, C. Hardy and W, R. Nord (Eds.), Handbook of Organisational Studies (338-356). Thousand Oaks, CA, US: Sage Publication, Inc. Normala D. (2010). Investigating the relationship between quality of work Life and organisational commitment amongst employees in Malaysian firms, International Journal of Business and Management, 5(10), 1121-1132 O’Reilly C.A. and Chatman J. (1986). Organisational commitment and psychological attachment: The effects of compliance, identification and internalization on prosocial behaviour. Journal of Applied Psychology. 71, 492-499. Odunayo, T. A., Ayodeji B. A. and Omotolani H. O. (2015). Influence of perceived organisational justice on teachers’ commitment in selected secondary schools in Lagos State, Nigeria. Journal of Scientific Research & Reports 4(7): 605-613, 2015; Article no.JSRR.2015.064 ISSN: 2320-0227 Ongori, H. (2007). A review of the literature on employee turnover. African Journal of Business Management. 49-54. Organisational Behavior and Human Decision Processes, 89, 947‐965. Orojo , J. O. (2008). Company Law and practice in Nigeria. Durban: Lexis Nexis Butterworths. Osibanjo, A. O,. Falola, H. O., Akinbode, J. O. &Adeniji, A. A. (2015).An Assessment of Workplace Deviant Behaviours and Its Implication on Organisational Performance in a Growing Economy. Journal of Organizational Psychology 15(1) Palaiologos, A., Papazekos, P. and Panayotopoulo, L. (2011). Organisational justice and employee satisfaction in performance appraisal. Journal of European Industrial Training, 35(8): 826-840. Ponnu, C.H. and Chuah, C. C. (2010). Organisational commitment, organisational justice and employee turnover in Malaysia. African Journal of Business Management. 4(13), 2676-2692. Rajendran, M. and Raduan Che-Rose, (2005). Typology of organisational commitment. American Journal of Applied Science, 2(6); 1078-1081. Robbins, T. L., Summers, T. P. and Miller, J. L. (2000). Intra- and inter-justice relationships: Assessing the direction. Human Relations, 53(10), 1329-1355. Roland, C.A. and Hall, R. D. 2012. Organisational justice and performance: Is appraisal fair? EuroMed Journal of Business, 7(3):280-293. Settoon, R., Bennet, N, and Liden, R. (1996), ‘Social exchange in organisations: Perceived organisational support, leader member exchange, and employee reciprocity’, Journal of Applied Psychology, 81, 219-227 Sinha, C. (2012). Factors affecting quality of work life: Empirical evidence from Indian organisations. Australian Journal of Business and Management Research 1(11):31-40. Tabibnia, G., Satpute, A.B., and Lieberman, M.D. (2008). The sunny side of fairness: Preference for fairness activates reward circuitry (and disregarding unfairness activates self-control circuitry). Psychological Science, 19, 339-347. Tallman, R., Phipps, K. and Matheson, D. (2009). Justice perception in medical administrative governance. International Journal of Business Research, 9(7), 147-155. Thanasagree, G., Anton, G. and Yvonne, T. J. (2015). Justice perceptions of performance management practices in a company in the chemical industry. South African Journal of Economic and Management Sciences. On-line version ISSN 2222-3436. Print version ISSN 1015-8812. Thurston, J.R, P.W. and Mcnall, L (2010). Justice perceptions of performance appraisal practices. Journal of Management Psychology, 25(3):201-228. Troy, K. (1998), Managing the corporate brand, The Conference Board, New York Tumwesigye G. (2010). The relationship between perceived organisational support and turnover intentions in a developing country: The mediating role of organisational commitment. African Journal of Business Management. 4(6), 942-952. Tuytens, M. and Devos, G. (2012).Importance of system and leadership in performance appraisal. Personnel Review, 41(6):756-776. Urbsiene, L. (2011). The concept of globalisation: Contemporary approaches. Business Theory and Practice, 12 (3) 203-214 Vroom, V. H. (1964). Work and motivation, John Wiley, New York. Walster, E., Walster, G. W., and Berscheid, E. (1978). Equity: Theory and research. Boston: Allyn & Bacon Wang, K.Y. and Nayir, D.Z. 2010. Procedural justice, participation and power distance: Information sharing in Chinese firms. Management Research Review, 33(1):66-78. Wang, X., Liao, J., Xia, D. and Chang, T. (2010). The impact of organisational justice on work performance: Mediating effects of organisational commitment and leader-member exchange. International Journal of Manpower, 31(6):660-677. Wright, T.A. and Bonett, D. G. (2007). Job satisfaction and psychological well-being as non-additive predictors of workplace turnover. Journal of Management, 33(2), 141-160. Zheng W., Sharan K. and Wei J. (2010). New development of organisational commitment: A Critical Review (1960-2009). African Journal of Business Management. 4(1), 12-20.
Yıl 2019,
Cilt: 5 Sayı: 14, 860 - 877, 15.09.2019
Öz
Kaynakça
- Adams, J. S. (1963). Wages Inequities, Productivity and Work Quality. Industrial Relations 3, 9-16. Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz :( Ed.), Advances in experimental social psychology 2, 267-299. New York: Academic Press. Aggarwal-Gupta, M. and Kumar, R. (2010). Look who's talking! Impact of communication relationship satisfaction on justice perceptions. Vikalpa: The Journal for Decision Makers, 35(3): 55-65. Ajila, C. and Awonusi, A. (2004).Influence of rewards on workers performance in an organization. Journal of Social Science. 8(1): 7-12. Akanbi, P, A. and Ofoegbu, O. E. (2013). Impact of perceived organisational justice on organisational commitment of a food and beverage firm in Nigeria. International Journal of Humanities and Social Science, 3 (14), 207-218. Akintayo D.I. (2010). Work-family role conflict and organisational commitment among industrial workers in Nigeria. Journal of Psychology and Counselling. 2(1), 1-8 Alder, G. S. and Ambrose, M. L. (2005). An examination of the effect of computerized performance monitoring feedback on monitoring fairness, performance, and satisfaction. Organisational Behavior and Human Decision Processes, 97(2), 161-177. Ali I., Rehman K., Ali S.I., Yousaf J. and Zia M. (2010). Corporate social responsibility influences employee commitment and organisational performance. African Journal of Business Management.4(12), 2796-2801. Al-Zu'bl, H.A. (2010). A study of relationship between organisational justice and job satisfaction. International Journal of Business and Management, 5(12):102-100. Ambrose, M. L. and Cropanzano, R. (2003). A longitudinal analysis of organisational fairness: An examination of reactions to tenure and promotion decisions. Journal of Applied Psychology, 88(2), 266-275. Ambrose, M., Seabright, M.and Schminke, M. (2002). Sabotage in the workplace: The role of organisational justice. Avolio, B. J., Zhu, W., Kho, W. and Bhatia, P. (2004). Transformational leadership and organisational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organisational Behavior, 25(8), 951-968. Bakhshi, A, Kumar, K. and Rani, E. (2009). Organisational justice perceptions as predictor of job satisfaction and organisational commitment. International Journal of Business Management. 9: 145-154 Beck, K. and Wilson. Carlene, (2000). Development of affective organisational commitment: A cross sequential examination of change with tenure. Journal of vocational behaviour, 56:1):114-136. Bernerth, J. B., Feild, H. S., Giles, W. F. and Cole, M. S. (2006). Perceived fairness in employee selection: The role of applicant personality. Journal of Business and Psychology, 20(4), 545-563 Camilleri E. (2002). Some antecedents of organisational commitment: Results from an information systems public sector organization. Bank of Valletta Review. 25, 1-29. CIPD (2001), Employers’ perceptions of the psychological contract’, CIPD Report 112. Cohen, A. (1991), ‘Career stage as a moderator of the relationship between organisational commitment and its outcomes: A meta-analysis’, Journal of Occupational Psychology, 64, 253-268. Cohen-Charash, Y. and Spector, P. (2001).The role of justice in organizations: A meta-analysis. Organisational Behavior and Human Decision Processes, 86, 278-232. Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., and Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organisational justice research. Journal of Applied Psychology, 86(3), 425. Colquitt, J.A. (2001). On the dimensionality of organisational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400. doi: 10.1037//0021-9010.86.3.386 Colquitt, J.A. and Rodell, J.B. (2011). Justice, trust, trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, (6):1183- Company and Allied Matters Act (2004). CAP C20 LFN . Abuja: CAMA. Cox, T. H., Jr. (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett Koehler. Cox, T. H., Jr., and Blake, S. (1991). Managing cultural diversity: implications for organisational competitiveness. Academy of Management Executive, 5(3), 45–56. Cropanzano, R., Bowen, D. E., and Gilliland, S. W., (2007), The management of organisational justice. Academy of Management Perspectives. 21(4), 34-48. Cropanzano, R., Rupp, D. E., Mohler, C. J. and Schminke, M. (2001). Three roads to organisational justice. In G. R.Ferris (Ed.), Research in Personnel and Human Resources Management. 20, 1-113. New York: JAI Press Day, N.E. 2011. Perceived pay communication, justice and pay satisfaction. Employee Relations, 33(5): 476-497. Deutsch, M. (1975). Equity, equality, and Need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31,(3), 137-149. Dunham R, Grube J. and Castaneda, M. (1994), ‘Organisational Commitment: The utility of an integrative definition’, Journal of Applied Psychology, 79, 370-380 Elanain, H.M.A. (2009). Job characteristics, work attitudes and behaviors in a nonwestern context: Distributive justice as a mediator. Journal of Management Development, 28(5), 457 – 477. Elovainio, M., Van den Bos, K., Linna, A., Kivimaki, M., Ala-Mursula, L., Pentti, J. and Vahtera, J. (2005). Combined effects of uncertainty and organisational justice on employee health: Testing the uncertainty management model of fairness judgments among Finnish public sector employees. Social Science and Medicine, 61(12), 2501-2512 Folger, R., and Cropanzano, R. (2001). Fairness theory: Justice as accountability. In J. Greenberg and R. Cropanzano (Eds.), Advances in organisational justice (1–55). Stanford, CA: Stanford University Press. Geeta, R., Pooja, G. and Renu, R. (2011). Effect of justice perception on managerial effectiveness. IUP Journal of Organisational Behavior, 10(2): 7-20. Ghosh, P., Rai, A. and Sinha, A. (2014). Organisational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel Review, 43(4), 628-652 Green, S., Anderson, S. and Shivers, S. (1996), ‘Demographics and organisational influences on leader-member exchange and related work attitudes’, Organisational Behaviour and Human Decision Processes, 66, 203-214 Greenberg, J. (1987). A taxonomy of organisational justice theories. Academy of Management Review, 12, 9-22 Greenberg, J. (1990). Organisational Justice: Yesterday, today and tomorrow. Journal of Management, 16, 399-432. Greenberg, J., (Feb, 1987), Reactions to procedural injustice in payment distributions: Do the means justify the ends?, Journal of Applied Psychology, 72(1), 55-61. Gupta, V. and Kumar, S. (2012). Impact of performance appraisal justice on employee engagement: A study of Indian professionals. Employee Relations, 35(1), 61-78. Hegtvedt, K. A., Clay-Warner, J., and Johnson. C. (2003). The social context of responses to injustice: Considering the indirect and direct effects of group-level factors. Social Justice Research, 16 Hogg M, Terry D and White K. (1995). ‘A tale of two theories: A critical comparison of identity theory with social identity theory’, Social Psychology Quarterly, 58, 255-269 Ibidunni, S. A., Olokundun, A. M., Kehinde, J. O., Falola, O. H., Borishade, T. T. and Olusanmi, O. (2018). Moderating Effect of Organizational Climate on a Task-Trait Leadership Orientation and Employee Commitment: The Nigerian Banking Experience. Academy of Strategic Management Journal, 17(2), 1-6, 1939-6104-17-2-183. Ikramullah, M., Shah, B., Ul Hassan, F.S., Zamman, T. and Khan, H. (2011). Fairness perceptions of performance appraisal system: An empirical study of civil servants in district Dera Ismail Khan, Pakistan. International Journal of Business and Social Science, 2(21): 92-100. Konovsky, M. (2000).Understanding procedural justice and its impact on business organisations. Journal of Management, 26, 489 Leventhal, G. (1976). The distribution of rewards and resources in groups and organisations. Advances in Experimental Social Psychology 9:91-131. Lo M., Ramayah T. and Min H.W. (2009). Leadership styles and organsational commitment: A test on Malaysia manufacturing industry. African Journal of Marketing Management. 1(6), 133 Martínez-Tur V, Peiró, J. M, Ramos J and Moliner, C. (2006) Justice perceptions as predictors of customer satisfaction: The impact of distributive, procedural, and interactional justice. Journal of Applied Social Psychology. 36:100–119. Mathieu, J. and Zajac, D. (1990), ‘A review and meta-analysis of the antecedents, correlates, and consequences of organisational commitment’, Psychological Bulletin, 108, 171-194 Meyer, J. P. and Allen N. J. (1997). Commitment in the workplace theory, research and application, Sage Publications. Meyer, P. J. and Herscovitch, L. (2001). Commitment in the workplace: Towards a general model. Human Resource Management Review, 11, 299-326. Muhammad, E. M. and Basharat N. (2011). Impact of perceived organisational justice on organisational commitment of faculty: Empirical evidence from Pakistan. Interdisciplinary Journal of Research in Business 1(9): 92- 98) Neubert, M. J., & Cady, S. H. (2001). Program commitment: A multi-study longitudinal field investigation of its impact and antecedents. Personnel Psychology, 54, 421–448 Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organisational citizenship behavior. Academy of Management Journal, 36(3), 527-556. Nkomo, S. M. and Cox, T. Jr. (1996). Diverse identities in organisations. In S. R. Clegg, C. Hardy and W, R. Nord (Eds.), Handbook of Organisational Studies (338-356). Thousand Oaks, CA, US: Sage Publication, Inc. Normala D. (2010). Investigating the relationship between quality of work Life and organisational commitment amongst employees in Malaysian firms, International Journal of Business and Management, 5(10), 1121-1132 O’Reilly C.A. and Chatman J. (1986). Organisational commitment and psychological attachment: The effects of compliance, identification and internalization on prosocial behaviour. Journal of Applied Psychology. 71, 492-499. Odunayo, T. A., Ayodeji B. A. and Omotolani H. O. (2015). Influence of perceived organisational justice on teachers’ commitment in selected secondary schools in Lagos State, Nigeria. Journal of Scientific Research & Reports 4(7): 605-613, 2015; Article no.JSRR.2015.064 ISSN: 2320-0227 Ongori, H. (2007). A review of the literature on employee turnover. African Journal of Business Management. 49-54. Organisational Behavior and Human Decision Processes, 89, 947‐965. Orojo , J. O. (2008). Company Law and practice in Nigeria. Durban: Lexis Nexis Butterworths. Osibanjo, A. O,. Falola, H. O., Akinbode, J. O. &Adeniji, A. A. (2015).An Assessment of Workplace Deviant Behaviours and Its Implication on Organisational Performance in a Growing Economy. Journal of Organizational Psychology 15(1) Palaiologos, A., Papazekos, P. and Panayotopoulo, L. (2011). Organisational justice and employee satisfaction in performance appraisal. Journal of European Industrial Training, 35(8): 826-840. Ponnu, C.H. and Chuah, C. C. (2010). Organisational commitment, organisational justice and employee turnover in Malaysia. African Journal of Business Management. 4(13), 2676-2692. Rajendran, M. and Raduan Che-Rose, (2005). Typology of organisational commitment. American Journal of Applied Science, 2(6); 1078-1081. Robbins, T. L., Summers, T. P. and Miller, J. L. (2000). Intra- and inter-justice relationships: Assessing the direction. Human Relations, 53(10), 1329-1355. Roland, C.A. and Hall, R. D. 2012. Organisational justice and performance: Is appraisal fair? EuroMed Journal of Business, 7(3):280-293. Settoon, R., Bennet, N, and Liden, R. (1996), ‘Social exchange in organisations: Perceived organisational support, leader member exchange, and employee reciprocity’, Journal of Applied Psychology, 81, 219-227 Sinha, C. (2012). Factors affecting quality of work life: Empirical evidence from Indian organisations. Australian Journal of Business and Management Research 1(11):31-40. Tabibnia, G., Satpute, A.B., and Lieberman, M.D. (2008). The sunny side of fairness: Preference for fairness activates reward circuitry (and disregarding unfairness activates self-control circuitry). Psychological Science, 19, 339-347. Tallman, R., Phipps, K. and Matheson, D. (2009). Justice perception in medical administrative governance. International Journal of Business Research, 9(7), 147-155. Thanasagree, G., Anton, G. and Yvonne, T. J. (2015). Justice perceptions of performance management practices in a company in the chemical industry. South African Journal of Economic and Management Sciences. On-line version ISSN 2222-3436. Print version ISSN 1015-8812. Thurston, J.R, P.W. and Mcnall, L (2010). Justice perceptions of performance appraisal practices. Journal of Management Psychology, 25(3):201-228. Troy, K. (1998), Managing the corporate brand, The Conference Board, New York Tumwesigye G. (2010). The relationship between perceived organisational support and turnover intentions in a developing country: The mediating role of organisational commitment. African Journal of Business Management. 4(6), 942-952. Tuytens, M. and Devos, G. (2012).Importance of system and leadership in performance appraisal. Personnel Review, 41(6):756-776. Urbsiene, L. (2011). The concept of globalisation: Contemporary approaches. Business Theory and Practice, 12 (3) 203-214 Vroom, V. H. (1964). Work and motivation, John Wiley, New York. Walster, E., Walster, G. W., and Berscheid, E. (1978). Equity: Theory and research. Boston: Allyn & Bacon Wang, K.Y. and Nayir, D.Z. 2010. Procedural justice, participation and power distance: Information sharing in Chinese firms. Management Research Review, 33(1):66-78. Wang, X., Liao, J., Xia, D. and Chang, T. (2010). The impact of organisational justice on work performance: Mediating effects of organisational commitment and leader-member exchange. International Journal of Manpower, 31(6):660-677. Wright, T.A. and Bonett, D. G. (2007). Job satisfaction and psychological well-being as non-additive predictors of workplace turnover. Journal of Management, 33(2), 141-160. Zheng W., Sharan K. and Wei J. (2010). New development of organisational commitment: A Critical Review (1960-2009). African Journal of Business Management. 4(1), 12-20.
Toplam 1 adet kaynakça vardır.
Ayrıntılar
| Birincil Dil | İngilizce |
|---|---|
| Bölüm | Makaleler |
| Yazarlar | |
| Yayımlanma Tarihi | 15 Eylül 2019 |
| Gönderilme Tarihi | 16 Temmuz 2019 |
| Yayımlandığı Sayı | Yıl 2019Cilt: 5 Sayı: 14 |
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