Universidad Complutense de Madrid
E-Prints Complutense

Modeling the relationship between organizational justice, job burnout and organizational commitment among university teachers. Relación entre justicia organizacional, desgaste profesional, y compromiso organizacional en profesores universitarios

Impacto

Descargas

Último año



Li, Yongzhan (2013) Modeling the relationship between organizational justice, job burnout and organizational commitment among university teachers. Relación entre justicia organizacional, desgaste profesional, y compromiso organizacional en profesores universitarios. [Tesis]

[img] PDF
2MB


Resumen

Organizational commitment is widely considered in the management and behavioral science literature as a key factor in the relationship between organizations and individuals (Mirza, Redzuan, Hamsan, & Shahrimin, 2012). According to Meyer and Allen (1991), organizational commitment comprises three types of commitment: affective, continuance and normative commitment.As a consequence, organizational commitment has been found to be predicted by quite a few of organizational variables. Of all the influencing factors,organizational justice and job burnout are two important ones (Meyer & Allen,1997). Organizational justice has long been considered an explanatory variable in
organizational research (Adams, 1965; Leventhal, 1976). It reflects the degree to which individuals believe the outcomes they receive and the ways they are treated within organizations are fair, equitable, and in line with expected moral and ethical standards (Cropanzano, Bowen, & Gilliland, 2007). In the extant literature, justice has been conceptualized based on four dimensions: distributive justice, procedural justice, interpersonal justice and informational justice (Colquitt, 2001).Many studies indicated that organizational commitment, in part, was
shaped by perceptions of fair treatment by managers and organizations (Cohen-Charash & Spector; 2001; Ponnu & Chuah, 2010). From overall perspective, for example, Tallman et al. (2009) demonstrated that employees who believed that they were treated fairly would be more likely to hold positive attitudes toward the organization, and be more committed to the organization. From dimensional perspective, for example, Cohen-Charash and Spector (2001) found that both distributive and procedural justice was positively related with affective commitment...


Tipo de documento:Tesis
Información Adicional:

Tesis inédita de la Universidad Complutense de Madrid, Facultad de Psicología, Departamento de Personalidad, Evaluación y Tratamiento Psicológico II (Psicología Diferencial y del Trabajo), leída el 28-06-2013

Directores (o tutores):
NombreEmail del director (o tutor)
Castaño Collado, Gloria
Palabras clave:Profesores universitarios
Materias:Ciencias Biomédicas > Psicología > Psicología diferencial
Ciencias Biomédicas > Psicología > Psicología industrial y del trabajo
Código ID:23517
Depositado:13 Nov 2013 12:04
Última Modificación:13 Nov 2013 12:04

Descargas en el último año

Sólo personal del repositorio: página de control del artículo