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Društvena istraživanja : časopis za opća društvena pitanja, Vol.23 No.4 Prosinac 2014.

Izvorni znanstveni članak
https://doi.org/10.5559/di.23.4.04

Effects of (Mis)Alignment Between Supervisory and Organizational Justice

Ana Jakopec ; Faculty of Humanities and Social Sciences, Osijek
Zoran Sušanj ; Faculty of Humanities and Social Sciences, Rijeka

Puni tekst: engleski, pdf (4 MB) str. 615-637 preuzimanja: 435* citiraj
APA 6th Edition
Jakopec, A. i Sušanj, Z. (2014). Effects of (Mis)Alignment Between Supervisory and Organizational Justice. Društvena istraživanja, 23 (4), 615-637. https://doi.org/10.5559/di.23.4.04
MLA 8th Edition
Jakopec, Ana i Zoran Sušanj. "Effects of (Mis)Alignment Between Supervisory and Organizational Justice." Društvena istraživanja, vol. 23, br. 4, 2014, str. 615-637. https://doi.org/10.5559/di.23.4.04. Citirano 23.09.2018.
Chicago 17th Edition
Jakopec, Ana i Zoran Sušanj. "Effects of (Mis)Alignment Between Supervisory and Organizational Justice." Društvena istraživanja 23, br. 4 (2014): 615-637. https://doi.org/10.5559/di.23.4.04
Harvard
Jakopec, A., i Sušanj, Z. (2014). 'Effects of (Mis)Alignment Between Supervisory and Organizational Justice', Društvena istraživanja, 23(4), str. 615-637. doi: https://doi.org/10.5559/di.23.4.04
Vancouver
Jakopec A, Sušanj Z. Effects of (Mis)Alignment Between Supervisory and Organizational Justice. Društvena istraživanja [Internet]. 31.12.2014. [pristupljeno 23.09.2018.];23(4):615-637. doi: https://doi.org/10.5559/di.23.4.04
IEEE
A. Jakopec i Z. Sušanj, "Effects of (Mis)Alignment Between Supervisory and Organizational Justice", Društvena istraživanja, vol.23, br. 4, str. 615-637, prosinac 2014. [Online]. doi: https://doi.org/10.5559/di.23.4.04

Sažetak
This study aimed to verify the interactive effects of supervisory
and organizational justice on supervisory (satisfaction with
supervisor and trust in leadership) and organization-oriented
outcomes (perceived psychological contract fulfillment
and organizational citizenship behavior). The results of
combined polynomial regression with response surface
methodology confirmed that the positive interaction
effects of justice sources on all measured outcomes are the
most pronounced in situations when employees perceive
treatment from both sources as fair. However, the effects
of the degree and direction of misalignment between
sources of justice reflect variously, given the observed
outcomes and justice types. Interestingly, if one source is
seen as fair and the other as unfair, most often it results
in a more negative outcome than in a situation when both
sources are perceived as unfair, regardless of target
similarity. The obtained results highlight the need for
increasing the congruence between organizational systems
and supervisors' activities in human resource management
processes.

Ključne riječi
multi-foci justice misalignment; distributive; procedural and interactional justice

Hrčak ID: 133947

URI
https://hrcak.srce.hr/133947

[hrvatski]

Posjeta: 751 *