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Modeling the effects of organizational justice On the positive and negative consequences of the job, The mediating effect of organizational support and job effects
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Mina Saedi *   , Mohammad Hassani , Hassan Ghalavandi |
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Abstract: (677 Views) |
Background and purpose: The purpose of this study was to model the effects of organizational justice on ethical behavior, unethical behavior, organizational citizenship behavior, turnover intertion, organizational support and job effect.
Materials and methods: The research method was descriptive-correlational. The statistical population of this study included all graduated and post-graduated staff in Urmia University, which consisted of 503 people. Among them, 217 people were selected by random sampling method according to Morgan's Table.. To collect data, standard questionnaires were used. The structural equations model was used to study the relationship between Latent variables and the measured ones in conceptual model.
Results: Based on the results, organizational justice has a direct and significant effect on ethical behavior,organizational citizenship behavior, organizational support and job effect, and it has a negative and significant effect on unethical behavior and the turnover intertion. Organizational justice also has a positive and significant effect on ethical behavior and organizational citizenship behavior with the mediating role of organizational support and job affect. and significant effect on unethical behavior and turnover intertion with the mediating role of organizational support and job effect.
Conclusion: The results emphasize the need to recognize the mediating role of organizational support and job emotions in examining the causal relationship between organizational justice and its consequences.
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| Keywords: Organizational Justice, Ethical Behavior, Unethical Behavior, Organizational Citizenship Behavior, Turnover Intertion, Organizational Support, Job Affect. |
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Full-Text [PDF 562 kb]
(190 Downloads)
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Type of Study: Research |
Subject:
مدیریت آموزشی
Received: 2019/04/15 | Accepted: 2020/03/31 | Published: 2020/09/20
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