Justice climate in organizational context and perceived team effectiveness

Abstract

Cilj ovoga rada bio je ispitati odnos klime pravednosti u organizacijskom kontekstu i percipirane uspješnosti tima na prigodnom uzorku od 196 radnih timova, odnosno 659 zaposlenih u hijerarhijski strukturiranim organizacijama različitih djelatnosti u Republici Hrvatskoj. Točnije, radom se nastojala provjeriti faktorska struktura Upitnika percipirane uspješnosti tima i utvrditi stupanj povezanosti te doprinos različitih izvora klime pravednosti (organizacije u cjelini, rukovoditelja i suradnika) percepciji uspješnosti radnih grupa (timova). Eksploratornom faktorskom analizom potvrđena je očekivana jednofaktorska struktura Upitnika percipirane uspješnosti tima. Rezultati hijerarhijske regresijske analize sugeriraju kako su jedino suradnici kao izvor klime pravednosti statistički značajan pozitivan prediktor percipirane uspješnosti tima. Dodatnom hijerarhijskom regresijskom analizom utvrđen je neizravan pozitivan učinak klima pravednosti organizacije i rukovoditelja na percipiranu uspješnost tima. Točnije, pokazalo se kako doživljena pravednost organizacije također doprinosi percepciji radne uspješnosti tima, ali putem percipirane pravednosti rukovoditelja kao medijatora. Isti učinak utvrđen je i za klimu pravednosti rukovoditelja, koja percepciji radne uspješnosti tima doprinosi putem posrednog mehanizma doživljene pravednosti suradnika.The aim of this paper was to examine the relationship between justice climate in organizational context and perceived team efficacy on a convenient sample of 196 work teams, ie. 659 employees of hierarchically structured organizations, embracing different industries in the area of the Republic of Croatia. More exactly, this work tried to verify the factorial structure of the Perceived Team Efficacy Questionnaire, and the correlation and contribution of multi-foci justice climate (organization as whole, supervisor and co-workers) to perceived team efficacy. The results of exploratory factor analysis confirmed the expected, one-factor structure of Perceived Team Efficacy Questionnaire. Conducted hierarchical regression analysis confirmed only co-workers (as a source of justice climate) as statistically significant positive predictor of perceived team efficacy. Additional hierarchical regression analysis showed the indirect impact of organization and supervisor justice climate on perceived team efficacy. More precisely, it has been shown that experience of fair organizational treatmant also enhances perceived team efficacy, but through perceived supervisor justice as mediator. The same effect was observed in supervisor justice climate, which indirectly enhances the perception of team efficacy through the mediation effect of co-workers justice climate