| Abstract [eng] |
The aim of doctoral dissertation is to analyse the antecedents of perceived overall justice of organization and its relationship with employees’ attitudes and behaviour towards work, managers and organization. 474 employees from private and public sector organizations were surveyed. The results of the study revealed the importance that overall justice of organization has in predicting important attitudes and behaviour of employees. The fairer the organization is perceived to be, the better the task performance, the greater job satisfaction, trust in supervisor and management, commitment to organization and citizenship behaviour, and the lesser intention to turnover is. The study also revealed the antecedents of overall justice of organization. It was found that distributive, procedural and interactional justice predicts overall justice, however they have different weight across human resource management decisions. The best predictors of overall justice are distributive, procedural and interactional justice of developmental opportunities and benefits, while distributive, procedural and interactional justice of performance appraisal and pay are less related to overall justice. Moreover, it was found that overall justice of organization mediates the relationship between distributive, procedural and interactional justice of different human resource management decisions and employees’ attitudes and behaviour towards management and organization and task performance. Whereas job satisfaction and trust in supervisor is predicted not only by overall justice of organization but also by distributive, procedural and interactional justice of different human resource management decisions as well. Finally, the study revealed the antecedents of distributive, procedural and interactional justice across human resource management decisions. Distributive justice rules have different weight across human resource management decisions, while procedural and interactional justices are based on the same justice rules across different human resource management decisions. |
