Josip Juraj Strossmayer University of Osijek. Faculty of Humanities and Social Sciences. Depatrment of Psychology.
Abstract
Cilj je ovog istraživanja bio provjeriti internalnu i eksternalnu valjanost upitnika percepcije organizacijske pravednosti. U istraživanju je sudjelovalo 537 sudionika zaposlenih u poduzećima različitih djelatnosti na području grada Osijeka, Rijeke, Karlovca i Zagreba. Sudionici su ispunili upitnik percepcije organizacijske pravednosti i upitnik zadovoljstva poslom. Rezultati konfirmatorne faktorske analize pokazali su da se struktura upitnika percepcije organizacijske pravednosti sastoji od tri faktora – proceduralne, distributivne i interakcijske pravednosti. Rezultati hijerarhijskih regresijskih analiza pokazali su da je percepcija proceduralne pravednosti najbolji prediktor zadovoljstva mogućnošću napredovanja. Percepcija distributivne pravednosti najbolji je prediktor zadovoljstva plaćom, a percepcija interakcijske pravednosti najbolji je prediktor zadovoljstva poslom, nadređenima i suradnicima. Rezultati t-testa za nezavisne uzorke pokazali su da ne postoji razlika u percepciji proceduralne, distributivne i interakcijske pravednosti s obzirom na spol sudionika. Rezultati jednosmjernih analiza varijance pokazale su da postoji razlika u percepciji proceduralne pravednosti s obzirom na dob sudionika. Nadalje, pokazalo se da postoji razlika u percepciji interakcijske i proceduralne pravednosti s obzirom na radni staž sudionika. Konačno, pokazalo se da postoji razlika u percepciji interakcijske, distributivne i proceduralne pravednosti s obzirom na stručnu spremu sudionika i njihovu razinu u organizaciji.The goal of this research was to examine internal and external validity of organizational justice perception questionnaire. The research was conducted on 537 employees of various organizations in the area of Osijek, Rijeka, Karlovac and Zagreb. Participants completed an organizational justice perception questionnaire and job satisfaction questionnaire. Results of confirmatory factor analysis indicated that organizational justice perception questionnaire consists of three factors – procedural, distributive and interactional justice. Results of hierarchical regression analyses suggested that perception of procedural justice was the strongest predictor of satisfaction with promotions. Perception of distributive justice was the strongest predictor of pay satisfaction and perception of interactional justice was the strongest predictor of job satisfaction, satisfaction with coworkers and satisfaction with supervisor. Results of independent samples t-test showed that there was no difference in perception of procedural, distributive and interactional justice regarding sex of participants. Results of one-way analyses of variance revealed that there was a difference in perception of procedural justice regarding age of participants. In addition, it was shown that there was a difference in perception of interactional and procedural justice regarding tenure. Finally, it was shown that there was a difference in perception of interactional, distributive and procedural justice regarding educational level and participants position in organization
