THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT AND ORGANIZATIONAL CLIMATE WITH PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

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NADERI FARAH; SAFARZADEH SAHAR

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Journal: KNOWLEDGE & RESEARCH IN APPLIED PSYCHOLOGY Year:2014 | Volume:15 | Issue:2 (56) Page(s): 56-68

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Information Journal Paper

Title

THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT AND ORGANIZATIONAL CLIMATE WITH PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Author(s)

NADERI FARAH | SAFARZADEH SAHAR | Issue Writer Certificate

Keywords

ORGANIZATIONAL JUSTICEQ2

ORGANIZATIONAL HEALTHQ2

JOB ENGAGEMENTQ1

INNOVATIVE ORGANIZATIONAL CLIMATEQ2

PSYCHOLOGICAL EMPOWERMENTQ2

ORGANIZATIONAL CITIZENSHIP BEHAVIORQ2

Abstract

The aim of this study was to investigate the relationship of ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT and INNOVATIVE ORGANIZATIONAL CLIMATE with PSYCHOLOGICAL EMPOWERMENT and ORGANIZATIONAL CITIZENSHIP BEHAVIOR in an industrial company employee in the city of Ahvaz. The sample included 400 persones who were selected randomly by stratified sampling procedure based on Krejie&Morgan sampling table. The research tools were ORGANIZATIONAL JUSTICE (Niehoff and Moorman, 1993), ORGANIZATIONAL HEALTH (Tamiminejad, 1386s.c./2007), JOB ENGAGEMENT (Salanova and Schaufeli, 2001), INNOVATIVE ORGANIZATIONAL CLIMATE (Cigel and Kaumer, 1978), PSYCHOLOGICAL EMPOWERMENT (Spreitzer, 1995) and ORGANIZATIONAL CITIZENSHIP BEHAVIOR (Lee and Allen, 2002). Canonical correlation analysis was applied as statistical procedure. The results showed that the two sets of criterion and predictive variables were significantly correlated in two dimensions (0.84 and 0.19, respectively). JOB ENGAGEMENT had the strongest relationship with the first dimension (0.99). Then were organization health (0.77), organization justice (0.71) and INNOVATIVE ORGANIZATIONAL CLIMATE (0.51). In the second dimension, organization health (-0.46), INNOVATIVE ORGANIZATIONAL CLIMATE (0.30), organization justice (-0.24) and JOB ENGAGEMENT (0.08) had the strongest relationships. The analysis outputs also showed that canonical variable had the strongest relationship with PSYCHOLOGICAL EMPOWERMENT (0.98) then with ORGANIZATIONAL CITIZENSHIP BEHAVIOR (0.78), while the second canonical variable had the strongest correlation with ORGANIZATIONAL CITIZENSHIP BEHAVIOR (0.63) and followed by PSYCHOLOGICAL EMPOWERMENT (-0.20).

Cites

THE EFFECT OF MORAL LEADERSHIP ON EMPLOYEES' PSYCHOLOGICAL EMPOWERMENT WITH REGARD TO MEDIATING ROLE OF EMPLOYEES PERCEIVED JUSTICE (CASE STUDY: EMPLOYEES OF ISFAHAN UNIVERSITY)

References

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APA: Copy

NADERI, FARAH, & SAFARZADEH, SAHAR. (2014). THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT AND ORGANIZATIONAL CLIMATE WITH PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR. KNOWLEDGE & RESEARCH IN APPLIED PSYCHOLOGY, 15(2 (56)), 56-68. SID. https://sid.ir/paper/163765/en

Vancouver: Copy

NADERI FARAH, SAFARZADEH SAHAR. THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT AND ORGANIZATIONAL CLIMATE WITH PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR. KNOWLEDGE & RESEARCH IN APPLIED PSYCHOLOGY[Internet]. 2014;15(2 (56)):56-68. Available from: https://sid.ir/paper/163765/en

IEEE: Copy

FARAH NADERI, and SAHAR SAFARZADEH, “THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT AND ORGANIZATIONAL CLIMATE WITH PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR,” KNOWLEDGE & RESEARCH IN APPLIED PSYCHOLOGY, vol. 15, no. 2 (56), pp. 56–68, 2014, [Online]. Available: https://sid.ir/paper/163765/en

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