Document Type : Research Paper
Author
Assistant Professor of sport management, University of Mohaghegh Ardabili
Abstract
The aim of this study was to investigate the effect of justice on organizational commitment with the mediating role of organizational voice among staff of Sport and Youth administration of Ardabil province. The study method was descriptive and correlational (SEM). The participants of this research comprised all the employees of Sport and Youth administration of Ardabil province and 160 samples were selected using random sampling. Niehoff and Murman Organizational justice questionnaire (1993), Allen and Mayer organizational commitment questionnaire (1999) and Zuhir and Erdogan organizational voice questionnaire (2011) were used to collect the information. SPSS and descriptive method (mean, standard deviation (and inferntial methods (Pearson correlation coefficient, KMO and Bartlett test) and LISREL software was used to analyze the data. The results showed that the direct effect of organizational justic and organizational voice on organizational commitment is significant. In addition, the organizational justic indirectly affects organizational commitment through organizational voic. Therefore, it can be concluded that the organizational justic and organizational voice may be taken into account as one of the important factors leading organizational commitment.
Keywords
- Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1), 1-18.
- AMIRKAFI, M., & HASHEMINASAB, F. (2013). The effect of organizational justice, perceived organizational
support and organizational trust onorganizational commitment. Journal of social issues of iran. 1(4). 33-62
support and organizational trust onorganizational commitment. Journal of social issues of iran. 1(4). 33-62
- Bahrami, M. A., Aghaei, A., Barati, O., & Tafti, A. D., & Ezzatabadi, M. R. (2016). Job Motivating Potential Score and Its Relationship with Employees’ Organizational Commitment among Health Professionals.
-Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human resource management review, 17(3), 336-354.
- Dabbagh P. esfahani AN. shidk A. (2012). Studing relationship beetwin perceived organization justice and organization silence. Case study: (khorshid hospital personals). Institute of interdisciplinary bus. Res. 3(10), 468-478
- DeConinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research, 63(12), 1349-1355.
- Dehghanian H, Saboor E., & Hojati A. (2013). Investigating the Relationship between Components of
Organizational Justice and Organizational Commitment in an Insurance Company. Insurance research. 28(2). 153-180.
Organizational Justice and Organizational Commitment in an Insurance Company. Insurance research. 28(2). 153-180.
- Deniz, N., Noyan, A., & Ertosun, Ö. G. (2013). The relationship between employee silence and organizational commitment in a private healthcare company. Procedia-Social and Behavioral Sciences, 99, 691-700.
- Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management journal, 50(4), 869-884.
- Dostar M., & Esmaeilzade M. (2013). Organizational justice and its impact on Voice and employee
performance. Journal of Management Studies Improvement and Development. 23(72). 143-163.
performance. Journal of Management Studies Improvement and Development. 23(72). 143-163.
-Eisenberg, E. M., Goodall, H. L., & Trethewey, A. (1993). Organizational communication: Balancing creativity and constraint. New York: St. Martin's Press.
- Farndale, E., Van Ruiten, J., Kelliher, C., & Hope‐Hailey, V. (2011). The influence of perceived employee voice on organizational commitment: An exchange perspective. Human Resource Management, 50(1), 113-129.
- Freund, A.,& Abraham, C. (2004). The relationship between work commitment and organizational citizenship behavior among lawyers in the private sector. The Journal of Behavioral and applied management, 5(2), 93-113.
- Ghalavangi H, Alizade S.,& Alizade M. (2015). The Relationship of Perceived Justice with Organizational
Commitment of Nahdeh Secretaries. Journal of School Psychology. 4(4). 111-124.
Commitment of Nahdeh Secretaries. Journal of School Psychology. 4(4). 111-124.
-Ghasemi, P., Zomorrodi, A., & Akbari Nasab, J.(2016). Studying the role of organizational justice, commitment and Ethical climate in organizational silence. International Academic Journal of Business Management . 2(1). 17-25
- Ghsmiany, SH., Poorreza, A., Forotan, S. (2014). Investigating the Relationship between Organizational
Justice and Organizational Commitment among Hospital Staff. Haspital journal. 13(3). 51-58.
Justice and Organizational Commitment among Hospital Staff. Haspital journal. 13(3). 51-58.
- Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
- Hames, K. (2012). Employees’ voice climate perceptions and perceived importance of voice behaviour: links with important work-related outcomes (Doctoral dissertation, Murdoch University).
-Handlon, R. L. (2009). The departure of the insurance agent: The impact organizational commitment, organizational justice, and job satisfaction have on intent to leave in the insurance industry (Doctoral dissertation, Capella University).
- Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states (Vol. 25). Harvard university press.
- Kamaluddin, M., Syaifuddin, D. T., & Mahrani, S. W. (2015). Leader Member Exchange (LMX) as Relationship Mediation between Organizational Justice Towards Work Motivation and Organizational Commitment.
-Koch, J. L., & Steers, R. M. (1978). Job attachment, satisfaction, and turnover among public sector employees. Journal of vocational behavior, 12(1), 119-128.
-Leephaijaroen, S. (2016). Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand. Kasetsart Journal of Social Sciences, 37(2), 104-111.
- LePine, J. A., & Van Dyne, L. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: evidence of differential relationships with big five personality characteristics and cognitive ability. Journal of applied psychology, 86(2), 326.
- Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior, employee identifications, and transformational leadership. The Leadership Quarterly, 21(1), 189-202.
-Masrek, M. N., Osman, M. A. F., Ibrahim, Z., & Mansor, A. N. (2015). Malaysian computer professional: assessment of emotional intelligence and organizational commitment. Procedia-Social and Behavioral Sciences, 172, 238-245.
-Nadiri, H., & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International journal of hospitality management, 29(1), 33-41.
-Nikolaou, I., Vakola, M., & Bourantas, D. (2008). Who speaks up at work? Dispositional influences on employees' voice behavior. Personnel Review, 37(6), 666-679.
- Otarkhni, A. (2009). Justice and fairness in trust-based collaboration. Management perspective. 33(1). 29-47.
- Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In Research in personnel and human resources management (pp. 331-369). Emerald Group Publishing Limited.
-Rahman, A., Shahzad, N., Mustafa, K., Khan, M. F., & Qurashi, F. (2016). Effects of organizational justice on organizational commitment. International Journal of Economics and Financial Issues, 6(3S), 188-196.
- Rezaeian, A. (2014). Expecting Justice and Justice in the Organization (Advanced Organizational
Behavior Management). tehran, samt publication.
Behavior Management). tehran, samt publication.
-Safary, M.(2016).The Effect of Organizational Justice on Organizational Voice and Organizational
Performance. Third International Management Symposium Focusing on Sustainable Development.
Performance. Third International Management Symposium Focusing on Sustainable Development.
- Scandura, T. A. (1999). Rethinking leader-member exchange: An organizational justice perspective. The leadership quarterly, 10(1), 25-40.
- Seid javadin, S., Tarahi, M., & Tahery gh. (2008). Understanding the Effect of Organizational Justice
Dimensions on Various Aspects of Job Satisfaction and Organizational.CommercialManagement Journal. 1(1). 55-70
Dimensions on Various Aspects of Job Satisfaction and Organizational.CommercialManagement Journal. 1(1). 55-70
-Shiuan, C. B., Yn, I. D., & Relley, J. H. (2003). Organizational Commitment: the Chinese Super Visionary Commitment and Employee Outcomes in Context Proximal Hypothesis or Global Hypothesis. Journal of Organizational Behaviors, 24(3), 14-45.
-Sultan hosseine, M., Kaderyan jahromi, M., & Sabery, A. (2013). Estimation of Relative Share of
Organizational Citizenship Behavior on Organizational Justice in Elite Men's Athletes. Sports Management
Journal. 19(5). 145-160
Organizational Citizenship Behavior on Organizational Justice in Elite Men's Athletes. Sports Management
Journal. 19(5). 145-160
-Tan. Catin.(2014). Organization justics as a predictor of organizational silence. Educational Reasearch and reviews. Vol 9. 1190-1220.
-Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs. Journal of Occupational and Organizational Psychology, 83(2), 275-300.
- Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of management studies, 40(6), 1359-1392.
- Clay-Warner, J., Hegtvedt, K. A., & Roman, P. (2005). Procedural justice, distributive justice: How experiences with downsizing condition their impact on organizational commitment. Social Psychology Quarterly, 68(1), 89-102.
- Whiteside, D. B., & Barclay, L. J. (2013). Echoes of silence: Employee silence as a mediator between overall justice and employee outcomes. Journal of business ethics, 116(2), 251-266.
- Yarmohamadian, M., Shafiepoor, F.,& Foladvand, M. (2012). The Relationship between Organizational
Justice, Job Satisfaction and Organizational Trust and Organizational Commitment with Self Assessment of
Organizational Excellence in order to provide a predictive model. New Approach Quarterly in
Educational Management. 1(4). 1-18
Justice, Job Satisfaction and Organizational Trust and Organizational Commitment with Self Assessment of
Organizational Excellence in order to provide a predictive model. New Approach Quarterly in
Educational Management. 1(4). 1-18
- Zhang, Y., Huai, M. Y., & Xie, Y. H. (2015). Paternalistic leadership and employee voice in China: A dual process model. The Leadership Quarterly, 26(1), 25-36.
-Zhao, H. (2014). Relative leader-member exchange and employee voice: mediating role of affective commitment and moderating role of Chinese traditionality. Chinese Management Studies, 8(1), 27-40.
)