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Author Kaneshiro, Paul
Title Analyzing the organizational justice, trust, and commitment relationship in a public organization
book jacket
Descript 183 p
Note Source: Dissertation Abstracts International, Volume: 69-01, Section: A, page: 0283
Adviser: Daljit Singh
Thesis (Ph.D.)--Northcentral University, 2008
Organizational commitment is widely described in the management and organizational behavior literature as a key factor in the relationship between individuals and organizations. Researchers (Fiorito, Bozeman, Young, & Meurs, 2007; Meyer, Allen, & Smith, 1993) contend that organizational commitment may lead to beneficial consequences such as increased effectiveness, performance, and productivity, and decreased turnover and absenteeism at the individual and organizational levels. Researchers of public administration (Dobel, 1990; Perry & Wise, 1990; Romzek, 1990) have noted that more empirical studies of employee commitment are needed to understand its motivational base in the public sector. In the current study, two antecedent variables, organizational justice and organizational trust, were examined to determine their degree of correlation with organizational commitment among a sample of 70 employees in a single public organization. This study was based on a quantitative research method and purposive sampling using a 65-item survey instrument comprised of Beugre's (1998a) Organizational Justice Scale, Nyhan and Marlowe's (1997) Organizational Trust Inventory, and Meyer and Allen's (2004) Employee Commitment Survey. Results of descriptive tests showed that participants displayed moderate levels of organizational justice, trust, and commitment. Mean scores for organizational commitment showed affective commitment as the highest, followed by continuance and normative commitment. Bivariate correlation and multivariate regression statistical tests showed that organizational justice and organizational trust were significantly related to organizational commitment, especially affective and normative commitment. However, no significant relationship was found between justice and trust with continuance commitment. The relationship between organizational justice and trust was significant, more specifically in the correlation between procedural, interactional, and systemic justice, and interpersonal and system trust. The current research adds to existing resources on organizational commitment in the public sector that managers may use to foster and sustain long-term organizational performance. The findings also add to the existing body of knowledge on the correlation of the organizational justice, organizational trust, and organizational commitment variables, as few studies (Kwon, 2001) have combined all three variables in a single study in the public sector
School code: 1443
Host Item Dissertation Abstracts International 69-01A
Subject Business Administration, Management
Political Science, Public Administration
Sociology, Organizational
Alt Author Northcentral University
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