Organizational justice and job satisfaction

Abstract

Cilj ovog istraživanja bio je ispitati odnos organizacijske pravednosti i zadovoljstva poslom. Podaci su prikupljeni na velikom broju zaposlenika hijerarhijski strukturiranih organizacija različitih djelatnosti. Nastojalo se utvrditi stupanj povezanosti i doprinos dimenzija organizacijske pravednosti (distributivne, proceduralne i interakcijske) facetama zadovoljstva poslom (zadovoljstvo plaćom, sadržajem posla, nadređenim, suradnicima i napredovanjem) i ukupnom zadovoljstvu poslom te ispitati postoji li razlika u percepciji organizacijske pravednosti i zadovoljstvu poslom s obzirom na radni staž u organizaciji, stručnu spremu i razinu u organizaciji. Rezultati regresijskih analiza pokazali su da je percepcija distributivne pravednosti najbolji prediktor zadovoljstva plaćom i mogućnošću napredovanja. Percepcija proceduralne pravednosti najbolji je prediktor zadovoljstva nadređenim, a percepcija interakcijske pravednosti najbolji je prediktor zadovoljstva sadržajem posla, suradnicima i ukupnog zadovoljstva poslom. Rezultati jednosmjernih analiza varijance pokazali su da postoji statistički značajna razlika u percepciji distributivne pravednosti s obzirom na razinu u organizaciji. Nadalje, pokazalo se da postoji statistički značajna razlika u percepciji proceduralne, interakcijske i ukupne organizacijske pravednosti s obzirom na radni staž i razinu u organizaciji. Također je dobivena statistički značajna razlika u ukupnom zadovoljstvu poslom, zadovoljstvu mogućnostima napredovanja i zadovoljstvu nadređenim s obzirom na radni staž, stručnu spremu i razinu u organizaciji. Dobivena je i statistički značajna razlika u zadovoljstvu plaćom s obzirom na stručnu spremu i razinu u organizaciji. Konačno, pokazalo se da postoji statistički značajna razlika u zadovoljstvu sadržajem posla s obzirom na razinu u organizaciji.The aim of this study was to examine the relationship between organizational justice and job satisfaction. The research was conducted on a large number of employees of various hierarhchically structured organizations. First problem was to determine correlation and the effect of organizational justice dimensions (distributive, procedural and interactional) on facets of job satisfaction (pay, work, promotion, supervisor and co-worker satisfaction) and overall job satisfaction. Second problem was to determine whether there are differences in perception of organizational justice and job satisfaction regarding tenure, educational level and participants position in the organization. Results of regression analyses suggested that perception of distributive justice was the strongest predictor of satisfaction with pay and promotion. Perception of procedural justice was the strongest predictor of supevisory satisfaction and perception of interactional justice was the strongest predictor of work satisfaction, satisfaction with coworkers and overall job satisfaction. Results of one-way analyses of variance revealed that there was a significant difference in perception of distributive justice regarding participants position in the organization. Furthermore, it was shown that there was a significant difference in perception of procedural, interactional and overall organizational justice regarding tenure and position in the organization. It was also shown that there was a significant difference in overall job satisfaction, promotion and supervisor satisfaction regarding tenure, educational level and participants position in the organization. In addition, it was shown that there was a significant difference in pay satisfaction regarding educational level and position in the organization. Finally, it was shown that there was a significant difference in work satisfaction regarding position in the organization