Organizational justice and psychological contract

Abstract

Cilj ovog istraživanja bio je ispitati odnos organizacijske pravednosti i percepcije ispunjenja psihološkog ugovora. Istraživanje je provedeno na prigodnom uzorku od 673 zaposlenika 32 hijerarhijski strukturirane organizacije različitih djelatnosti. Nastojao se utvrditi stupanj povezanosti i doprinos dimenzija organizacijske pravednosti (distributivne, proceduralne i interakcijske) percepcijama ispunjenja psihološkog ugovora te provjeriti postoje li razlike u percepcijama organizacijske pravednosti i ispunjenja psihološkog ugovora s obzirom na različita demografska obilježja zaposlenika (radni staž, hijerarhijska razina, obrazovanje). Dimenzije organizacijske pravednosti i ukupna organizacijska pravednost značajno su pozitivno povezane s ispunjenjem psihološkog ugovora. Rezultati regresijske analize pokazali su da su sve dimenzije pravednosti organizacije značajni pozitivni prediktori ispunjenja psihološkog ugovora. Najboljim prediktorom ispunjenja psihološkog ugovora pokazala se distributivna pravednost. Rezultati jednosmjernih analiza varijance ukazuju na postojanje statistički značajne razlike u percepciji distributivne pravednosti s obzirom na hijerarhijsku razinu u organizaciji. Nadalje, utvrđene su razlike u percepcijama proceduralne, interakcijske i ukupne organizacijske pravednosti s obzirom na radni staž i hijerarhijsku razinu. Također su utvrđene i statistički značajne razlike u percepciji ispunjenja psihološkog ugovora s obzirom na hijerarhijsku razinu i razinu obrazovanja zaposlenika.The aim of this study was to examine the relationship between organizational justice and psychological contract fulfillment. The study was conducted on 673 employees of 32 various hierarchically structured organizations. The aim was to determine the correlation and the contribution of the organizational justice dimensions (distributive, procedural and interactional) to psychological contract fulfillment and to explore whether there are differences in organizational justice perceptions and psychological contract fulfillment due to different demographic employee characteristics (tenure, hierarchical position, education level). Statistically significant positive correlation was found between organizational justice dimensions, overall organizational justice and psychological contract fulfillment. The results of regression analysis suggest that all organizational justice dimensions are positive predictors of psychological contract fulfillment. The strongest predictor of psychological contract fulfillment is perception of distributive justice. Results of one-way analyses of variance reveal that there was a statistically significant difference in perception of distributive justice regarding hierarchical position in the organization. Furthermore, it was shown that there is significant difference in perception of procedural, interactional and overall organizational justice regarding tenure and hierarchical position in the organization. It was also shown that there is significant difference in psychological contract fulfillment regarding hierarchical position in organization and education level