| Abstract [eng] |
The Role of Ethical Leadership and Organizational Justice for Perceived age Discrimination and its Relationships with Employees ‘Work Engagement and Organizational Commitment, Bernadeta Dikčiūtė, Vilnius, Vilnius University, 2021, 59 p. This paper aims to study the factors that determine the perception of employees’ age discrimination and its connections with employee involvement in work and emotional commitment to the organization. 387 number of respondents participated in the study: 299 (77,2 %) were women, and 88 (22,8 %) were men. Age of respondents: (M = 39,51, SD = 12,39). The following instruments were used to assess the factors: The Ethical Leadership Style Scale (ELS), the Perceived General Organizational Justice Scale, the Self-Effectiveness Scale, the Short Job Engagement Scale (UWES-3), and the Emotional Commitment Scale (ACS). Employees' own perceived professional competencies were assessed by a one-question statement, which respondents had to end with the most appropriate answer. Comparative analysis, correlation, and multivariate linear regression techniques were used for the analysis of research domains. In addition, for some of the studied factors to determine the interrelationships, mediation and moderated mediation analysis, using IBM SPPS PROCESS macro model, were applied. The results showed that age discrimination is most felt by workers under the age of 24 and older than 55 and/or those who have previous work experience related to the nature of the current job. Perceived employee age discrimination is directly predicted by the employees’ perceived organizational justice and indirectly by the ethical leadership of managers through mediated organizational justice. The interaction between employees‘ perceived organizational justice and perceived age discrimination is moderated by employees' self-efficacy and assessment of their professional competencies. Employee engagement is positively predicted by ethical managerial leadership, employee self-efficacy, and assessment of their competencies. The perceived employee age discrimination also predicts negative involvement in employment. The perceived fairness of the organization positively predicts emotional commitment to the organization by employees, managers' ethical leadership, and their involvement in the work. |
