| Abstract [eng] |
88 pages, 32 tables, 3 figures, 43 references. This master’s thesis analyzes the impact of organizational justice on employee organizational citizenship behavior, incorporating the mediation of organizational trust and the moderation of perceived organizational support. Based on an analysis of contemporary academic literature and the theoretical foundations of four main constructs – organizational justice, employee organizational citizenship behavior, organizational trust, and perceived organizational support – a conceptual research model was developed. The study was conducted using a quantitative survey method. Data were collected through a structured questionnaire completed by 445 respondents. Statistical data analysis included correlation and regression analysis, as well as mediation and moderated mediation analysis using Hayes’ PROCESS macro in SPSS. The results of the study revealed that organizational justice has a statistically significant positive effect on employee organizational citizenship behavior, both directly and indirectly through organizational trust. Organizational trust was found to act as an important psychological mechanism through which experiences of organizational justice promote employees’ voluntary behavior. In addition, perceived organizational support was found to strengthen the relationship between organizational justice and employee organizational citizenship behavior. The findings highlight the need for organizations to ensure fair decision-making procedures, respectful interpersonal interactions, and a supportive organizational environment in order to promote employee organizational citizenship behavior and enhance organizational performance. |
