Title Aspekti organizacijske pravednosti i njihova povezanost sa zadovoljstvom poslom Title (english) Aspects of Organizational Justice and their Relationship with Job Satisfaction Author Ela Gašljević Mentor Toni Babarović (mentor)Committee member Toni Babarović (predsjednik povjerenstva)Committee member Ljiljana Kaliterna-Lipovčan (član povjerenstva)Committee member Adrijana Košćec Đuknić (član povjerenstva)Granter University of Zagreb Defense date and country 2014-02-27, Croatia Scientific / art field, SOCIAL SCIENCES Abstract Pravednost na radnom mjestu sve je važniji koncept koji privlaci pažnju menadžera i
znanstvenika. Colquitt (2001) je pokazao da se percepcija organizacijske pravednosti može
razmatrati iz 4 razlicita, ali povezana aspekta: distributivne, proceduralne, interpersonalne i
informacijske pravednosti. U ovom istraživanju ispitivao se odnos razlicitih aspekata
organizacijske pravednosti, mjerenih hrvatskim prijevodom Colquittovog upitnika, i
zadovoljstva poslom, mjerenog Šverkovim upitnicima opceg zadovoljstva i zadovoljstva
specificnim karakteristikama posla na prigodnom uzorku od 296 zaposlenih osoba. S obzirom
da je Colquittov upitnik organizacijske pravednosti nov instrument u Hrvatskoj, ispitana je i
postojanost cetverofaktorske strukture upitnika. Takoer je ispitana njegova pouzdanost te
odnos s varijablama radnih stavova i ponašanja preuzetih iz Colquittove (2001) validacije
upitnika primijenjenog na zaposlenicima.
Rezultati su pokazali da se upitnik organizacijske pravednosti sastoji od cetiri faktora,
koja imaju visoku pouzdanost te su djelomicno ocekivano povezana s ispitanim varijablama.
Od varijabli korištenih u Colquittovoj validaciji upitnika, potvreno je da je distributivna
pravednost visoko pozitivno povezana s instrumentalnosti, dok je proceduralna pravednost
povezana s grupnom odanosti. Ocekivanja za informacijsku i interpersonalnu pravednost nisu
potvrena. Umjesto njih, proceduralna pravednost pokazala se najboljim prediktorom varijabli
pomažuceg ponašanja i kolektivnog samopoštovanja. Od devet ispitanih karakteristika
zadovoljstva poslom, distributivna pravednost bila je najbolji prediktor varijabli zadovoljstva
pravednom placom i dobrom zaradom, mogucnošcu napredovanja i usavršavanja te vanjskim
uvjetima rada. Proceduralna pravednost bila je najbolji prediktor zadovoljstva ugodnim
suradnicima i sudjelovanjem u odlucivanju. Interpersonalna pravednost bila je najbolji
prediktor zadovoljstva poticajnim i zanimljivim poslom, dok je informacijska pravednost
najbolje predviala zadovoljstvo sposobnim rukovodstvom i sigurnošcu posla. Znacajni
prediktori opceg zadovoljstva poslom bile su distributivna, proceduralna i interpersonalna
pravednost, meutim, nakon kontrole nekih sociodemografskih varijabli i karakteristika
radnog mjesta, interpersonalna pravednost izgubila je svoju znacajnost.
Abstract (english) Justice in the workplace is an increasingly important concept that attracts the attention
of managers and scientists. Colquitt (2001) has shown that the perception of organizational
justice may consider four different, but correlated aspects: distributive, procedural,
interpersonal and informational justice. The present study examined the relationship between
those different aspects of organizational justice, measured with the Croatian version of
Colquitt's measure, and job satisfaction, measured with Šverko's questionnaires of overall job
satisfaction and satisfaction with specific job characteristics on a sample of 296 employed
participants. Given that this is one of the first applications of Colquitt's measure of
organizational justice in Croatia, it was examined whether a four-factor structure of the
questionnaire is persistent. Reliability and the relationship of the given aspects and job
attitudes and behaviours taken from Colquitt's (2001) measure validation that was
administered to employees was also examined.
The results showed that the organizational justice scale consists of four factors, which
have high reliability and partly expected association with the tested variables. Between the
variables used in the validation of Colquitt’s scale, it was confirmed that the distributive
justice is highly positively related to instrumentality, while procedural fairness was highly
associated with group commitment. Expectations for informational and interpersonal justice
were not confirmed. Instead, procedural justice has proved to be the best predictor of helping
behaviour and collective self-esteem variables. From the nine surveyed characteristics of job
satisfaction, distributive justice was the best predictor of satisfaction with fair wages and good
earnings, the possibility for promotion and training and external work conditions variables.
Procedural fairness was the best predictor of satisfaction with pleasant colleagues and
participation in decision-making. Interpersonal justice was the best predictor of satisfaction
with stimulating and interesting jobs, while informational justice best predicted satisfaction
with capable leadership and job security. Significant predictors of overall job satisfaction
were distributive, procedural and interpersonal justice, however, after controlling for some
socio-demographic and job characteristics variables, interpersonal justice has lost its
significance.
Keywords
organizacijska pravednost
distributivna pravednost
proceduralna pravednost
interpersonalna pravednost
informacijska pravednost
zadovoljstvo poslom
Keywords (english)
organizational justice
distributive justice
procedural justice
interpersonal justice
informational justice
job satisfaction
Language croatian URN:NBN urn:nbn:hr:111:989724 Study programme Title: Department of Psychology Type of resource Text File origin Born digital Access conditions Access restricted to students and staff of home institution Terms of use Created on 2015-10-16 08:34:33
