Study the Relationship between Organizational Justice and Organizational Commitment: Emphasizing the Mediator Role of the Organizational Identity and Organizational Trust as Variables

Document Type : Research Article

Authors

Abstract

Organizational commitment is one of the main forms of organizational positive attitudes, which lead to organizational effectiveness and staffs’ well-being. The main goal of this article is to study the effect of organizational justice on organizational commitment. Moreover, the main role of social identity and organizational trust as mediating variables are explained.
    The statistical population of the current study includes the elementary, guidance and high school teachers in academic year of 2013-2014 in the city of Saghez. In addition, the sample includes 328 individuals selected through stratified sampling.
    The results of the current study show that organizational justice, as an independent variable, through organizational identity and organizational trust as mediating variables, affect indirect organizational commitment. Similarly, based on the finding of the study, the direct effect of trust in organization on dependent variable is more than the effect of social identity.
    Overall, findings show that to explain the organizational commitment of the teachers and to obtain a deep understanding of their relationship to Education Organization, it is necessary to study both social exchange relationship and norm of reciprocity and paying attention to social identity and organizational identification or oneness and belonging sense to organization

Keywords

Main Subjects

References

امین شایان جهرمی، شاپور و صالحی، مسلم و ایمانی، جواد (1388)، «رابطه عدالت سازمانی و تعهد سازمانی با رضایت شغلی در بین معلمان مدارس استثنایی شهرستان بندرعباس»، علوم تربیتی، شماره 5: 33-7.
چلبی، مسعود (1375)، جامعه‌شناسی نظم: تشریح و تحلیل نظری نظم اجتماعی، تهران: نشر نی، چاپ اول.
حسنی، محمد؛ مصطفی­نژاد، هلاله؛ مصطفی­نژاد، چیمن و شهودی، مریم (1394)، «تأثیر تجربه و عوامل سازمانی بر تعهد حرفه‌ای معلمان: آزمون نقش میانجی خودکارآمدی معلم و هویت سازمانی»، فصلنامه علمی‌- پژوهشی رهیافتی نو در مدیریت آموزشی، 6(1): 1-20.
دوران، بهزاد و محسنی، منوچهر (1383)، هویت: رویکردها و نظریه‌ها در علیخانی علی‌اکبر، مبانی نظری هویت و بحران هویت، ناشر پژوهشکده علوم انسانی و اجتماعی جهاد دانشگاهی، چاپ اول، تهران.
زکی، محمدعلی (1387)، «تعهد سازمانی معلمان و بررسی عوامل مؤثر بر آن»، مجله علوم انسانی دانشگاه امام حسین (ع)– تعلیم و تربیت اسلامی (8) 17(77): 124-97.
فخرایی، سیروس و اسدی، مهدی (1387)، مطالعه‌ی مقایسه‌ای «رابطه سرمایه اجتماعی معلمان با رضایت شغلی و تعهد سازمانی معلمان، در بین معلمان رسمی و حق‌التدریس در شهر مراغه سال تحصیلی 1389»، مجله جامعه‌شناسی، سال اول، شماره یکم: 163-137.
علاقه‌بند، علی (1387)، جامعه‌شناسی آموزش و پرورش، تهران: نشر روان، چاپ چهل چهارم.
قاسمی، وحید (1389)، مدل‌سازی معادله ساختاری در پژوهش‌های اجتماعی با کاربرد، انتشارات جامعه شناسان، تهران: چاپ اول.
کلدی، علیرضا و عسگری، گیتا (1382)، «بررسی میزان رضایت شغلی معلمان ابتدایی آموزش و پرورش شهر تهران»، نشریه روانشناسی و علوم تربیتی، 33(1): 120-103.
Abd Razak, N.; Darmawan, G. N. and Keeves, J. P. (2010), “The Influence of Culture on Teacher Commitment”, Social Psychology Education, Vol. 13: 185-205.
Albrecht, S. and Travaglione, A. (2003), “Trust in Public–SectorSenior Management”. The International Journal of Human Resource Management, Vol. 14, No. 1: 76-92.
Aryee, S.; Budhwar, P. S. and chen, Z. X. (2002), “Trustas a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model”, Journal of organizational Behavior, Vol. 23: 267-285.
Ashforth, B. E. and Mael, F. (1989), “Social Identity Theory and the organization”, Academy of Management Review, Vol. 14: 20-39.
Baek, Y. M. and Jung, C. S. (2015), “Focusing the Mediating Role of Institutional trust:how does interpersonal trust promote organizationalCommitment?”, The Social Science, Vol. 52: 481-489.
Bakhshi, A.; Kumar, K. and Rani, E. (2009), “Organizational Justiceperceptions as predictorof Job satisfaction and organization Commitment”, International Journal of Business and management, Vol. 4, No. 9: 145-154.
Bergami, M. and Bagozzi, R. P. (2000), “Self-Categorization, Affective Commitment and Group Self-esteem as Distinct Aspect of Social Identity in the Organization”, British Journal of Social psychology, Vol. 39: 555-577.
Blader, S. L. and Tyler, T. R. (2003), “What constitutes Fairness in work setting? A four- component model of Procedural Justice”, Human Resource Management Review, Vol. 13: 107-126.
Blader, S. L. and Tyler, T. R. (2009), “Testing and extending the group engagement model: linkage Between social identity, procedural justice, economic outcomes and extrarole Behavior”, Journal of Applied Psychology, Vol. 94, No. 2: 445-464.
Bos, K. V. D. (2001), “Fundamental Research By Means of Laboratory Experiment Is Essential for a BetterUnderstanding of Organizational Justice”, Journal of Vocational Behavior, Vol, 58: 254-259.
Chen, S.; Wu, W.; Chang, C.; Lin, C.; Kung, J.; Weng, H.; Lin; Y. and Lee, S. (2015), “Organizational Justice, Trust, and Identification and their Effects on Organizational Commitment in Hospital Nursing Staff”, Health Services Research, Vol. 15: 1-17
Cohen – Charash, Y. and Spector, P. E. (2001), “The Role of Justice in organizations: A Meta –Analysis”, Organizational Behavior and Human Decision Processes, Vol. 86, No. 2: 278-321.
Cohen, A. (2015), Fairness In the Work Place: A Global Perspective, Palgrave Mcmillan.
Cole, M. S. and Bruch, H. (2006), “Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matters?”, Journal of organizational Behaviour, Vol. 27: 585-605.
Cropanzano, R.; Prehar, C. A. and Chen, P. Y. (2002), “Using Social Exchange Theory to Distinguish Procedural From Interactional Justice”, Group and organization management, Vol. 27, No. 3: 324-351.
Deconinck, J. B. (2010), “The effect organizational justice, perceived organizational support, and perceived supervisor support on marketing employees, level of trust”, Journal Business Research, Vol. 63: 1349-1355.
Dirks, K. T. and Ferrin, D. L. (2002), “Trust in Leadership: Meta_ Analytic Findings and Implications For Research and Practice”, Journal of Applied psychology, Vol. 87, No. 4: 611-628.
Fuller, J. B.; Hester, K.; Barnett, T.; Frey, L.; Relyea, C. and Beu, D. (2006), “Perceived External Prestige and Internal Respect: New Insights into the Organizational Identification Process”, Human Relations, Volume 59(6): 815-846.
Fuchs, S. and Edwards, M. R. (2012), “Predicting Pro-change behavior: the Role of Perceived Organisational Justice and Organisational Identification”, Human Resource management Journal, Vol. 22, No. 1: 39-59.
He, H. and Brown, A. D. (2013), “Organizational identity and organizational identification: A review of the literature and suggestions for future research”, Group and organization management, Vol. 38, No. 1: 3-35.
Heffner, T. S. and Rentsch, J. R. (2001), “Organizational commitment and social interaction: A multiple constituencies approach”, Journal of vocational Behavior, Vol. 59: 471-490.
Hopkins, S. M. and Weathington, B. L. (2006), “The RelationshipsBetween Justice Perceptions, Trust and Employee Attitudes in a Downsized Organization”, The Journal of Psychology, Vol. 140, No. 5: 477- 498.
Hubbell, A. P. and chory-Assad, R. M. (2005), “Motivating Factors: Perception of Justice and Their Relationship With Managerial and Organizational Trust”, Communication Studies, Vol. 56, No. 1: 47-70.
Huemer, L.; Becerra, M. and Lunnan, R. (2004), “Organizational identity and Network identification:relating within and beyond imaginary boundaries”, Scandinavian journal of management, Vol. 20: 53-73.
Jiang, Z.; Gollan, P. J. and Brooks, G. (2015), “Relationships Between Organizational Justice, Organizational Trust and Organizational Commitment: A Cross – Cultural study of China, South Korea and Australia”, The International Journal of Human Resource Management, (just-accepted): 00-00.
Kale, M. (2013), “Perceptions of College of Educational Student, in Turkey Towards Organizational Justice, Trust in Administrators and Instructors”, High Education, Vol. 66: 521-533.
Kramer, R. M. (1999), “Trustand Distrust organizations: Emerging Perspectives, Enduring Questions”, Annual Reviews Psychology, Vol. 50: 569-598.
Mamman, A.; Kamoche, K. and Bakuwa, R. (2012), “Diversity, Organizational Commitmentand organizational citizenship behavior: An organizing Framework”, Human Resource management Review, Vol. 22: 285-302.
Marique, G. and stinglhamber, F. (2011), “Identification to Proximal Targets and Affective organizational Commitment: the Mediating Role of organizational Identification”, Journal of personnel psychology, Vol. 10, No. 3: 107-117.
Marique, G.; Stinglhamber, F.; Desmette, D.; Caesens, G. and Zanet, F. D. (2012), “The Relationship between Perceived Organizational Support and Affective Commitment: A Social Identity Perspective”, Group and Organization Management, Vol. 38, No. 1: 68-100.
Mayer, R. C.; Davis, J. H. and Schoorman, F. D. (1995), “An Integrative Model of organizational trust”, Academy of Management Review, Vol. 20, No. 3: 709-737.
Meyer, J. P.and Herscovitch, L. (2001), “Commitment in the workplace toward a general Model”, Human Resource management Review, Vol. 11: 299-326.
Meyer, J.; Becker, T. E. and Van Dick, R. (2006), “SocialIdentities and Commitment at Work: Toward an Integrative Model”, Journal of organizational Behavior, Vol. 27: 665-683.
Mukherjee, K. and Bhattacharya, R. (2013), “Exploring the Mediating Effect of Organizational Trust Between Organizational Justice Dimensions and Affective Commitment”, Management and Labour Studies, Vol. 38, No. 1-2: 63-79.
Olkkonen, M. and Lipponen, J. (2006), “Relationships Between Organizational Justice, Identification with Organization and Work Unit, and Group-relatedOutcomes”, Organizational Behavior and Human Decision Processes, Vol. 100: 202-215.
Pain, K. D. (2003), Guideline for measuring trust in organizations, PP.1-13, published by the institute for public relations, www.instituteforpr.com.
Sousa-Lima, M.; Michel, J. W. and Caetano, A. (2013), “Clarifying the Importance of Trust in Organization as a Component of Effective Work Relationships”, Journal of Applied Social Psychology, Vol. 43: 418-427.
Tanis, M. and Postmes, T. (2005), “Short communication A social identity approach to trust: interpersonal Perception, group membershipand trusting behavior”, Europeanjournal of social psychology, Vol. 35: 413-424.
Tremblay, M.; Cloutier, J.; Simard, G.; Chenevert, D. and Vandenberghe, C. (2010), “The Role of HRE Practice, Procedural Justice, Organizational Support and Trust in Organizational Commitment and In-Role and Extra-Role Performance”, The International Journal of Human Resource Management, Vol. 21, No. 3: 405-433.
Tsui, K. T. and Cheng, Y. C. (1999), “Schools Organizational Health and Teacher Commitment: A contingency Study With Multi-Level Analysis”, Educational Research and Evaluation, Vol. 5, No. 3: 249-268.
Tyler, T. R.; Boeckmann, R. J.; Smith, H. J. and Huo, Y. J. (1997), Social Justice in A Diverse Society, West view Press.
Tyler, T.; Degoey, P. and Smith, H. (1996), “Understanding why the justice of group procedures Matters: A test of the psychological Dynamics of the Group – value model”, Journal of Personality and social Psychology, Vol. 70, No. 5: 913-930.
Tyler, T. R. and Blader, S. L. (2001), “Identity and cooperative behavior ingroups”, Group processes intergroup Relations, Vol. 4, No. 3: 207-226.
Van Dick, R. (2004), “My job is my castle: Identification in organizational Contexts”, International Review of industrial and organizational Psychology, Vol. 19: 171-203.
Van Dick, R.; Wagner, U.; Stellmacher, J. and Christ, O. (2004), “The Utility of a brader conceptualization of organizational identification: which aspects really matter?”, Journal of occupational and organizational Psychology, Vol. 77: 171-191.
Van Knippenberg, D. and Sleebos, D. (2006), “Organizational Identification versus Organizational Commitment: Self-Definition, Social exchange and Job Attitudes”, Journal of Organizational Behavior, Vol. 27: 571-584
Zolin, R. and Gibbons, D. E. (2014), How Emergent Roles and Structures Create trust in Hastily Formed inter organizational teams, Published by sage, 1-14.
 
Two Quarterly Journal of Contemporary Sociological Research
Volume 5, Issue 9
May 2017
Pages 91-124

Files

Share

How to cite

Statistics