LEADER 00000nam  2200349   4500 
001    AAI3299220 
005    20080929145309.5 
008    080929s2008    ||||||||||||||||| ||eng d 
020    9780549440918 
035    (UMI)AAI3299220 
040    UMI|cUMI 
100 1  Kaneshiro, Paul 
245 10 Analyzing the organizational justice, trust, and 
       commitment relationship in a public organization 
300    183 p 
500    Source: Dissertation Abstracts International, Volume: 69-
       01, Section: A, page: 0283 
500    Adviser:  Daljit Singh 
502    Thesis (Ph.D.)--Northcentral University, 2008 
520    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 
590    School code: 1443 
590    DDC 
650  4 Business Administration, Management 
650  4 Political Science, Public Administration 
650  4 Sociology, Organizational 
690    0454 
690    0617 
690    0703 
710 2  Northcentral University 
773 0  |tDissertation Abstracts International|g69-01A 
856 40 |uhttp://pqdd.sinica.edu.tw/twdaoapp/servlet/
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