How does distributive justice affect work attitudes? The moderating effects of autonomy

Organizational justice has been a frequently used lens for understanding employee attitudes, particularly towards the fair distribution of rewards. This study of 184 New Zealand employees found distributive justice relating to pay, benefits, and rewards to be significantly linked to job satisfaction and turnover intentions. Further, job autonomy was found to significantly interact with these relationships. While employees with high job autonomy reported higher job satisfaction and lower turnover intentions when distributive justice was high, employees with little job autonomy registered significantly larger changes in work attitudes. The findings highlight the importance of felt independence and autonomy over work in the role that justice perceptions play in organizations

Relationship between organizational commitment and organizational silence: A study in the insurance industry

In the study, it was aimed to determine the effect of organizational commitment on organizational silence. In this context, the related research was conducted on 416 employees working in an insurance sector company in Istanbul. In the study, after the concepts of organizational commitment and organizational silence are presented in a theoretical framework, to measure organizational commitment; the scale of organizational commitment by Meyer and Allen, which Wasti and Can translated into Turkish and adapted, and the organizational silence scale developed by Dyne et al. (Journal of Management Studies 40(6), 1359–1392) was used to measure organizational silence. As a result of the questionnaires, the data were evaluated and the relationship between organizational commitment and organizational silence was tried to be explained. The results of multiple regression analysis, which measures the effect of organizational commitment on organizational silence, were interpreted by correlation analysis, which measures the relationships of organizational commitment and organizational silence subdimensions. The results of the T-tests and ANOVA (F) tests, which measure the relationship between demographic variables and research variables, are also included. As a result of the analyzes, it was found that among the subdimensions of organizational commitment, continuing commitment, normative and emotional commitment, only continuing commitment and emotional commitment had a significant effect on accepting silence