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The impact of organizational justice and job security on organizational commitment exploring the mediating effect of trust in top management.

机译：组织公正性和工作安全性对组织承诺的影响，探索对高层管理人员信任的中介作用。

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摘要

This study investigated the impact of organizational justice and job security on organizational commitment through the mediating effect of trust in top management. On the basis of theoretical linkages among the constructs, a conceptual model and hypotheses were established. The sample consisted of 337 Korean employees who were drawn from six Korean firms.;After reliability testing, two dimensions of trust in top management were found not to be reliable in the Korean context. In addition, three items of quantitative job security were not appropriate because of non-linearity. Finally, the factor structure of four measurement models was examined by an overall confirmatory factor analysis (CFA). All items showed an appropriate range of factor loadings. After examining the measurement models, the hypothesized structural model was tested and revised based on modification indices. As a result, the model fit was improved in terms of theoretical relevance and parsimony.;The results suggest that both organizational justice and long term job security affected trust in top management and organizational commitment significantly. All hypotheses were supported; however, the mediating effect via trust in top management was not strong enough to link two predictors with organizational commitment.;The result of this study suggests that organizations should take care of employees' personal and social needs in order to increase their trust and commitment toward the organization. Especially, social needs (organizational justice) should be maintained, as well as personal and economic needs of employees (job security).
机译：本研究通过信任高层管理人员的中介作用，调查了组织公正和工作安全对组织承诺的影响。基于构架之间的理论联系，建立了概念模型和假设。该样本包括来自6家韩国公司的337名韩国员工。;在进行可靠性测试后，发现在韩国语境中对高层管理人员的信任的两个维度都不可靠。另外，由于非线性，量化工作保障的三项不合适。最后，通过整体验证性因素分析（CFA）检查了四个测量模型的因素结构。所有项目均显示适当范围的因子负荷。在检查了测量模型之后，对假设的结构模型进行了测试并根据修改指标进行了修改。结果，模型的拟合在理论相关性和简约性方面得到了改善。结果表明，组织公正和长期工作安全都会显着影响对高层管理人员和组织承诺的信任。所有假设都得到支持；但是，通过对高层管理人员的信任所产生的中介作用不足以将两个预测因素与组织承诺联系起来。研究结果表明，组织应照顾员工的个人和社会需求，以增强他们对组织的信任和承诺。组织。特别是，应维护社会需求（组织公正）以及员工的个人和经济需求（工作保障）。

著录项

  • 作者

    Jeon, Jeong-Ho.;

  • 作者单位

    University of Minnesota.;

  • 授予单位 University of Minnesota.;
  • 学科 Business Administration Management.;Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2009
  • 页码 167 p.
  • 总页数 167
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;工业心理学;
  • 关键词

  • 入库时间 2022-08-17 11:38:25

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