Uloga percipirane organizacijske pravednosti u objašnjavanju odgovornog organizacijskog ponašanja

master's thesis

• Title (english): The role of perceived organizational justice in explaining organizational citizenship behavior
• Author: Karlo Kovačić
• Mentor: Zvonimir Galić (mentor)
• Committee member: Vesna Buško (predsjednik povjerenstva)
• Committee member: Ivana Hromatko (član povjerenstva)
• Granter: University of Zagreb; Faculty of Humanities and Social Sciences; (Department of Psychology); Zagreb
• Defense date and country: 2021-07-12, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Psychology; Psychology of Work

Abstract

Odgovorno organizacijsko ponašanje (OOP) odnosi se na niz dobrovoljnih ponašanja zaposlenika koja doprinose održavanju i obogaćivanju socijalnog i psihološkog konteksta u kojemu se obavljaju zadaci nekog posla. Spremnost zaposlenika na ponašanja te vrste može ovisiti o njihovoj percepciji pravednosti u raspodjeli resursa, procedura i interpersonalnom tretmanu. Cilj ovog istraživanja bio je ispitati odnos distributivne, proceduralne, interpersonalne i informacijske pravednosti s OOP usmjerenim na pojedince (OOP-I) i organizaciju (OOP-O). Osim toga, ispitivane su i razlike u percepciji organizacijske pravednosti i OOP s obzirom na sociodemografske čimbenike sudionika (dob, rod, stupanj obrazovanja, radni staž i hijerarhijski položaj). Istraživanje je provedeno na zaposlenicima (N=358) različitih radnih organizacija. Rezultati analiza varijanci pokazali su kako postoje razlike u percepciji distributivne pravednosti s obzirom na dob, u proceduralnoj s obzirom na dob, radni staž i hijerarhijski položaj, u interpersonalnoj s obzirom na radni staž i hijerarhijski položaj, te u informacijskoj s obzirom na radni staž. U OOP te razlike su pronađene jedino u OOP-O s obzirom na hijerarhijski položaj. Rezultati regresijske pokazuju kako proceduralna pravednost bolje predviđa OOP-O, nego OOP-I. Proceduralna pravednost bolje predviđa OOP-O u odnosu na druge dimenzije pravednosti, no s druge strane, proceduralna pravednost također bolje predviđa OOP-I u odnosu na interpersonalnu i informacijsku pravednost. Analizom je utvrđeno kako sve dimenzije pravednosti objašnjavaju više varijance OOP-O od varijance OOP-I. Spremnost na dobrovoljna ponašanja može ovisiti o percepciji proceduralne pravednosti te nalaz pruža implikacije o važnosti razvijanja novih i unapređivanju postojećih procedura kako bi zaposlenici aktivno brinuli o svim resursima organizacije.

Abstract (english)

OCB refers to a voluntary behaviors of employees that contribute to maintaining and enriching the social and psychological context of work. The willingness of employees to engage in this voluntary behavior may depend on their perception of fairness in resource allocation, procedures and interpersonal treatment. The main aim of this study was to examine relationship and role of distributive, procedural, interpersonal, and informational dimensions of organizational justice in explaining variance of interpersonal (OCB-I) and organizational (OCB-O) dimensions of organizational citizenship behaviour. Also, another main aim was to examine differences in perceived organizational justice and OCB regarding age, gender, educational level, tenure and hierarchical position. The research was conducted on employees (N=358) of various work organizations. Results of analysis of variance showed that there are differences in perceived distributional justice regarding age, in procedural justice regarding age, tenure and hierarchical position, and in interpersonal justice regarding tenure and hierarchical position. Only difference in OCB was found in OCB-I regarding hierarchical position. Results of regression analysis showed that procedural justice is the strongest predictor of both OCB-I and OCB-O, and that dimensions of justice explained more variance of OCB-O than variance of OCB-I. Voluntary behavior, like OCB, may depend on perception of procedural fairness and results implicate importance of developing and improving procedures so that employees take care of organizational resources.

• Keywords: odgovorno organizacijsko ponašanje; organizacijska pravednost; distributivna pravednost; proceduralna pravednost; interpersonalna pravednost; informacijska pravednost
• Keywords (english): organizational citizenship behaviour; organizational justice; distributive justice; procedural justice; interpersonal justice; informational justice
• Language: croatian
• URN:NBN: urn:nbn:hr:131:880258
• Study programme: Title: Psychology; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra psihologije (magistar/magistra psihologije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Open access
• Repository: ODRAZ
• Created on: 2021-07-14 07:56:48