RT Dissertation/Thesis
T1 Modeling the relationship between organizational justice, job burnout and organizational commitment among university teachers.
T2 Relación entre justicia organizacional, desgaste profesional, y compromiso organizacional en profesores universitarios
A1 Li, Yongzhan
AB 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 inorganizational 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, wasshaped 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...
PB Universidad Complutense de Madrid
YR 2013
FD 2013-11-13
LK https://hdl.handle.net/20.500.14352/37917
UL https://hdl.handle.net/20.500.14352/37917
LA eng
NO 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
DS Docta Complutense
RD 30 abr 2024