Effects of Organizational Climate and Managerial Justice on Job Satisfaction

Zadovoljstvo poslom jedan je od najvažnijih stavova koji imaju efekt na ponašanja ljudi u radnoj okolini. Da bi se razumijeli stavovi zaposlenika potrebno je naći faktore koji bi mogli utjecati na njihov nastanak. Upitnik organizacijske klime (eng. Organizational climate survey, OCS) (AT Adria, 2013) nastaje sa svrhom mjerenja percepcije zaposlenika o sustavima vođenja i klime u organizaciji, koji se smatraju faktorima koji utječu na njihovo zadovoljstvo poslom. Cilj ovoga istraživanja bio je provjeriti strukturu OCS upitnika unutar jedne organizacije, te utvrditi povezanost empirijski deriviranih faktora organizacijske klime s percepcijom pravednosti rukovoditelja i zadovoljstva poslom. U ispitivanju je korišten uzorak od 1858 zaposlenika organizacije koja se bavi pružanjem telekomunikacijskih usluga. Kako bi se odredila struktura doživljaja zaposlenika o njihovoj organizaciji, provedena je faktorska analiza OCS upitnika i upitnika percepcije pravednosti rukovoditelja. Derivirani faktori kasnije su korišteni u regresijskoj analizi kao prediktori zadovoljstva poslom. Analiza je pokazala kako je svim prediktorima zajedno objašnjeno 73% varijance zadovoljstva poslom, pri čemu je organizacijska klima objasnila najviše varijance, nakon čega po količini objašnjene varijance slijede sustavi vođenja, percepcija proceduralne i distributivne pravednosti rukovoditelja.Job satisfaction is one of the most important attitudes wich have an effect on a way people behave in the workplace. In order to understand employee attitudes, it is important to find their antecedents. We used Organizational climate survey (OCS) (AT Adria, 2013), made for measuring employee perception of leadership systems and organizational climate, which are thought to be the factors that influence employee job satisfaction. The aim of this paper was evaluating the structure of OCS survey in an organization and testing the connections between empirically derived factors of organizational climate, perceptions of managerial justice and job satisfaction. For this reason a sample of 1858 employees, from an organization that provides telecomunication services, was used. To assess the structure of the way the employees look at the organization, a factor analysis of OCS and perceptions of managerial justice survey was conducted. The derived factors were used in a regression analysis as predictors of job satisfaction. Analysis showed that all of predictors accounted for 73% variance of job satisfaction. Organizational climate explained most of the variance, next are leadership systems, followed by perceptions of procedural and distributive manager justice

Effects of Organizational Climate and Managerial Justice on Job Satisfaction

Zadovoljstvo poslom jedan je od najvažnijih stavova koji imaju efekt na ponašanja ljudi u radnoj okolini. Da bi se razumijeli stavovi zaposlenika potrebno je naći faktore koji bi mogli utjecati na njihov nastanak. Upitnik organizacijske klime (eng. Organizational climate survey, OCS) (AT Adria, 2013) nastaje sa svrhom mjerenja percepcije zaposlenika o sustavima vođenja i klime u organizaciji, koji se smatraju faktorima koji utječu na njihovo zadovoljstvo poslom. Cilj ovoga istraživanja bio je provjeriti strukturu OCS upitnika unutar jedne organizacije, te utvrditi povezanost empirijski deriviranih faktora organizacijske klime s percepcijom pravednosti rukovoditelja i zadovoljstva poslom. U ispitivanju je korišten uzorak od 1858 zaposlenika organizacije koja se bavi pružanjem telekomunikacijskih usluga. Kako bi se odredila struktura doživljaja zaposlenika o njihovoj organizaciji, provedena je faktorska analiza OCS upitnika i upitnika percepcije pravednosti rukovoditelja. Derivirani faktori kasnije su korišteni u regresijskoj analizi kao prediktori zadovoljstva poslom. Analiza je pokazala kako je svim prediktorima zajedno objašnjeno 73% varijance zadovoljstva poslom, pri čemu je organizacijska klima objasnila najviše varijance, nakon čega po količini objašnjene varijance slijede sustavi vođenja, percepcija proceduralne i distributivne pravednosti rukovoditelja.Job satisfaction is one of the most important attitudes wich have an effect on a way people behave in the workplace. In order to understand employee attitudes, it is important to find their antecedents. We used Organizational climate survey (OCS) (AT Adria, 2013), made for measuring employee perception of leadership systems and organizational climate, which are thought to be the factors that influence employee job satisfaction. The aim of this paper was evaluating the structure of OCS survey in an organization and testing the connections between empirically derived factors of organizational climate, perceptions of managerial justice and job satisfaction. For this reason a sample of 1858 employees, from an organization that provides telecomunication services, was used. To assess the structure of the way the employees look at the organization, a factor analysis of OCS and perceptions of managerial justice survey was conducted. The derived factors were used in a regression analysis as predictors of job satisfaction. Analysis showed that all of predictors accounted for 73% variance of job satisfaction. Organizational climate explained most of the variance, next are leadership systems, followed by perceptions of procedural and distributive manager justice