Adalet Algıları ve Örgütsel Bağlılık: Örgütsel Benlik Değerinin Moderatör Rolü

Jale Minibaş; Jeanne Le Roy

Justice perceptions and organizational commitment: moderator role of organization based self-esteem

Year 2013, Issue: 18, 0 - , 01.06.2013

Jale Minibaş Jeanne Le Roy

Abstract

In the context of growing concern with perceptions of organizational justice and organizational commitment, this empirical study tested the role of self-esteem that have been suspected to intervene as moderator of this relationship. Self-esteem was measured along with procedural and interactional justice evaluations in a survey conducted with a sample of bank employees from all hierarchical ranks in Istanbul, Turkey (N = 272). The results of moderation analyses clearly indicate a significant effect of organizational self-esteem on the link between justice perceptions (for both procedural and interactional) and organizational commitment. People are more committed to organizations that they evaluate as just only when they have high organizational self-esteem.

Keywords

organization justice, self-esteem, organizational commitmentRésumé

References

ADAMS J.S. (1965), « Inequity in social exchange », in L. Berkowitz (ed.), Advances in Experimental Social Psychology, New York Academic Press, vol. 2, p. 267-299.
ALLEN N.J., MEYER J.P. (1996), « Affective, continuance and normative commitment to the organization: an examination of construct validity », Journal of Organizational Behavior, 49, p. 252-276.
ARYEE S., BUDHWAR P., CHEN Z. (2002), « Trust as a mediator of the relationship between organisational justice and work outcomes: Test of a social exchange model », Journal of Organisational Behaviour 23, p. 267-285.
BIES R.J., MOAG J.F. (1986), « Interactional justice: Communication criteria of fairness », in R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (ed.), Research on Negotiations in Organizations, Greenwich, CT, JAI Press, vol. 1, p. 43-55.
BORU D., İSLAMOĞLU G. (2005) « Power distance and trust », in F. Avollone, H. K. Sinangil, A. Caetane (ed.), Convivence in Organizations and Society, Quaderni di Psicologia del Lavoro, Guerini Studio, Milano 2005, vol. 12, p. 105BROCKNER J., DE CREMER D., van DEN BOS K., CHEN Y. (2005), « The influence of interdependent self-construal on procedural fairness effects », Organizational Behavior and Human Decision Processes, 96, p. 155-167.
BROCKNER J., HEUER L., SIEGEL P.A., WIESENFELD B., MARTIN C., GROVER S., REED T., BJORGVINSSON S. (1998), « The moderating effect of self-esteem in reaction to voice: converging evidence from five studies », Journal of Personality and Social Psychology, 75, p. 394-407.
CHANG, E. (2002), « Distributive justice and organizational commitment revisited: Moderation by layoff in the case of Korean employees », Human Resources Management, vol. 41, n° 2, p. 261-270.
COHEN-CHARASH Y., SPECTOR, P.E. (2001), « The role of justice in organizations: A meta-analysis » Organizational Behavior and Human Decision Processes, 86, p. 278-321.
COLQUITT J.A., CONLON D.E., WESSON M.J., PORTER C.O.L.H., Ng, K.Y. (2001), « Justice at the millenium: A meta-analytic review of 25 years of organizational justice research », Journal of Applied Psychology, 86, p. 4254
COLQUITT J.A., SCOTT B.A., JUDGE T.A., SHAW J.C. (2006), « Justice and personality: Using integrative theories to derive moderators of justice effects », Organizational Behaviors and Human Decision Processes, 100, p. 110-127.
CROPANZANO R., RUPP D.E., MOHLER C.J., SCHMINKE M. (2001), « Three roads to organizational justice », in J. Ferris (ed.), Research in Personnel and Human Resources Management, Greenwich, CT: JAI Press, vol. 20, p. 1-113.
DE CREMER D., TYLER T.R. (2005), « Am I respected or Not? Inclusion and reputation as issues in group membership », Social Justice Research, vol. 18, n°2, p. 121-152.
DESSLER G. (1999), « How to earn your employees commitment », Academy of Management Executive, 13, p. 58-67.
FULLER J.B., BARNETT T., HESTER K., RELYEA C. (2003), « A social identity perspective on the relationship between perceived organizational support and organizational commitment », The Journal of Social Psychology, vol. 143, n°6, p. 789-791.
GOPINATH C., BECKER T.E. (2000), « Communication, procedural justice and employee attitudes: Relationships under conditions of divestiture », Journal of
Management, vol. 26, n°1, p. 63-83. GREENBERG J. (1993), « The social side of fairness: Interpersonal and informational classes of organizational justice », in R. Cropanzano (ed.), Justice in the Workplace: Approaching Fairness in Human Resource Management, Hillsdale, NJ, Erlbaum, p. 79-103.
HUI C., LEE C. (2000) « Moderating effects of organization-based self-esteem on organizationaluncertainty: Employee response relationships », Journal of
Management, vol. 26, n°2, p. 215-232. JOHNSON R.E., SELENTA C., LORD R.G. (2006), « When organizational justice and the self-concept meet: Consequences for the organization and its members », Organizational Behavior and Human Decision Processes, 99, p. 175-201.
JUDGE T.A. (2009), « Core self-evaluations and work success », Current
Directions in Psychological Science, 18, p. 58-62. JUDGE T.A., BONO J.E. (2001), “Relationship of core self-evaluations traits
– self-esteem, generalized self-efficacy, locus of control, and emotional stability – with job satisfaction and job performance: A meta-analysis”, Journal of Applied Psychology, 86, 80-92. KALLIATH T.J., BLUEDORN A.C., STRUBE M. J. (1999), « A test of value congruence effects », Journal of Organizational Behavior 20, p. 1175-1198.
KERNIS M.H., CORNELL D.P., SUN C.R., BERRY A., HARLOW T. (1993), « There’s more to self-esteem than whether it is high or low: The importance of stability of self-esteem », Journal of Personality and Social Psychology, 65, p. 1190-1204.
DE KEYSER V., VLERICK P., D’HOORE W. (2004), Changement organisationnelles, stress des employés et satisfaction des cleints : émergence du concept de flexihealth, Université de Louvain.
LEARY M.R., BAUMEISTER R.F. (2000), « The nature and function of selfesteem: Sociometer theory », in M. P. Zanna (ed.), Advances in Experimental Social Psychology, San Diego, CA, Academic Press, vol. 32, p. 1-62.
LEE J., PECCEI R. (2007), « Perceived organizational support and affective commitment: The mediating role of organization-based self-esteem in the context of job insecurity », Journal of Organizational Behavior, vol. 28, n°6, p. 661-685.
MARSH H.W., YEUNG A.S. (1998), « Top-down, bottom-up, and horizontal models: the direction of causality in multidimensional, hierarchical self-concept models », Journal of Personality and Social Psychology, 75, p. 509-527.
MASTERSON S.S., LEWIS K., GOLDMAN B.M., TAYLOR, M.S. (2000), « Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships », Academy of Management Journal, 43, p. 738-748.
MEYER J.P., ALLEN N.J. (1991), « A three component conceptualization of organizational commitment », Human Resource Management Review, 1, p. 61-89.
MEYER J., STANLEY D., HERSCOVITCH L., TOPOLNYTSKY L. (2002), « Affective, continuance, and normative commitment to the organ-ization: A meta-analysis of antecedents, correlates and consequences », Journal of Vocational Behavior, 59, p. 1-33.
MOSSHOLDER K. W., BENNETT N., MARTIN C.L. (1998), « A multilevel analysis of procedural justice context », Journal of Organizational Behavior, 19, p. 131-1
MOWDAY R., STEERS R., PORTER L. (1979), « The measurement of organizational commitment », Journal of Vocational Behavior, 14, p. 224-227.
NAUMANN S.E., BENNETT N. (2000), « A case for procedural justice climate: Development and test of a multilevel model », Academy of Management Journal, 43, p. 81-889.
PANACCIO A., VANDENBERGHE C. (2011), « The relationships of role clarity and organization-based self-esteem to commitment to supervisors and organizations, and turnover intentions », Journal of Applied Social Psychology, 41, p. 145514
PIERCE J.L., GARDNER D.G. (2004), « Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature », Journal of Management, 30, p. 591-622.
PIERCE J.L., GARDNER D.G., CUMMINGS L.L., DUNHAM R.B. (1989), « Organization-based self-esteem: Construct definition, measurement, and validation », Academy of Management Journal, 32, p. 622-648.
PIERCE J.L., GARDNER D.G., DUNHAM R.B., CUMMINGS L.L. (1993), « Moderation by organization-based self-esteem of role condition-employee response relationships », Academy of Management Journal 2, p. 271-288.
PORTER L.W., STEERS R.M., MOWDAY R.T., BOULIAN P.V. (1974), « Organizational commitment, job satisfaction, and turnover among psychiatric technicians », Journal of Applied Psychology, 59, p. 603-609.
SIMONS T., ROBERSON Q. (2003), « Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes », Journal of Applied Psychology, vol. 88, n°3, p. 432-443.
SKITKA L.J. (2003), « Of different minds: An accessible identity model of justice reasoning », Personality and Social Psychology Review, 7, p. 286-297.
THIBAUT J., WALKER L. (1975), Procedural justice: A psychological Analysis, Hillsdale, NJ, Erlbaum.
VAN DYNE L., PIERCE J.L. (2004), « Psychological ownership and feelings of possession: Three field studies predicting employee attitudes and organization citizenship behavior », Journal of Organizational Behavior 25, p. 436-459.

Perceptions de justice et engagement organisationnel : le rôle modérateur de l’estime de soi organisationnelle

Year 2013, Issue: 18, 0 - , 01.06.2013

Jale Minibaş Jeanne Le Roy

Abstract

L’article traite d’entreprises mettant en pratique le reversal day (journée inversée), opération qui consiste en l’échange des postes, généralement le temps d’une journée, entre collègues et/ou entre employés et dirigeants. Sur la base d’un travail d’observation directe et d’entretiens non directifs, on observe que cet événement cumule des enjeux d’organisation du travail, de communication interne et de communication externe par la médiatisation du procédé. Communication performative, ses effets opèreraient directement sur l’organisation mais aussi sur les individus. Qu’en est-il des enjeux et des limites des inspirations festives introduisant subversion du pouvoir et inversion des rôles en entreprise? Sous des objectifs déclarés d’intercompréhension et de rapprochement du terrain, le reversal day opère d’autres fonctions: loin de favoriser la mise en place de la démocratie d’entreprise qu’il mime, il réaffirme subtilement les places hiérarchiques et permet valorisation de l’encadrement et contrôle ou auto-contrôle des salariés.

Keywords

reversal day, management, communication organisationnelle, carnaval

References

ADAMS J.S. (1965), « Inequity in social exchange », in L. Berkowitz (ed.), Advances in Experimental Social Psychology, New York Academic Press, vol. 2, p. 267-299.
ALLEN N.J., MEYER J.P. (1996), « Affective, continuance and normative commitment to the organization: an examination of construct validity », Journal of Organizational Behavior, 49, p. 252-276.
ARYEE S., BUDHWAR P., CHEN Z. (2002), « Trust as a mediator of the relationship between organisational justice and work outcomes: Test of a social exchange model », Journal of Organisational Behaviour 23, p. 267-285.
BIES R.J., MOAG J.F. (1986), « Interactional justice: Communication criteria of fairness », in R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (ed.), Research on Negotiations in Organizations, Greenwich, CT, JAI Press, vol. 1, p. 43-55.
BORU D., İSLAMOĞLU G. (2005) « Power distance and trust », in F. Avollone, H. K. Sinangil, A. Caetane (ed.), Convivence in Organizations and Society, Quaderni di Psicologia del Lavoro, Guerini Studio, Milano 2005, vol. 12, p. 105BROCKNER J., DE CREMER D., van DEN BOS K., CHEN Y. (2005), « The influence of interdependent self-construal on procedural fairness effects », Organizational Behavior and Human Decision Processes, 96, p. 155-167.
BROCKNER J., HEUER L., SIEGEL P.A., WIESENFELD B., MARTIN C., GROVER S., REED T., BJORGVINSSON S. (1998), « The moderating effect of self-esteem in reaction to voice: converging evidence from five studies », Journal of Personality and Social Psychology, 75, p. 394-407.
CHANG, E. (2002), « Distributive justice and organizational commitment revisited: Moderation by layoff in the case of Korean employees », Human Resources Management, vol. 41, n° 2, p. 261-270.
COHEN-CHARASH Y., SPECTOR, P.E. (2001), « The role of justice in organizations: A meta-analysis » Organizational Behavior and Human Decision Processes, 86, p. 278-321.
COLQUITT J.A., CONLON D.E., WESSON M.J., PORTER C.O.L.H., Ng, K.Y. (2001), « Justice at the millenium: A meta-analytic review of 25 years of organizational justice research », Journal of Applied Psychology, 86, p. 4254
COLQUITT J.A., SCOTT B.A., JUDGE T.A., SHAW J.C. (2006), « Justice and personality: Using integrative theories to derive moderators of justice effects », Organizational Behaviors and Human Decision Processes, 100, p. 110-127.
CROPANZANO R., RUPP D.E., MOHLER C.J., SCHMINKE M. (2001), « Three roads to organizational justice », in J. Ferris (ed.), Research in Personnel and Human Resources Management, Greenwich, CT: JAI Press, vol. 20, p. 1-113.
DE CREMER D., TYLER T.R. (2005), « Am I respected or Not? Inclusion and reputation as issues in group membership », Social Justice Research, vol. 18, n°2, p. 121-152.
DESSLER G. (1999), « How to earn your employees commitment », Academy of Management Executive, 13, p. 58-67.
FULLER J.B., BARNETT T., HESTER K., RELYEA C. (2003), « A social identity perspective on the relationship between perceived organizational support and organizational commitment », The Journal of Social Psychology, vol. 143, n°6, p. 789-791.
GOPINATH C., BECKER T.E. (2000), « Communication, procedural justice and employee attitudes: Relationships under conditions of divestiture », Journal of
Management, vol. 26, n°1, p. 63-83. GREENBERG J. (1993), « The social side of fairness: Interpersonal and informational classes of organizational justice », in R. Cropanzano (ed.), Justice in the Workplace: Approaching Fairness in Human Resource Management, Hillsdale, NJ, Erlbaum, p. 79-103.
HUI C., LEE C. (2000) « Moderating effects of organization-based self-esteem on organizationaluncertainty: Employee response relationships », Journal of
Management, vol. 26, n°2, p. 215-232. JOHNSON R.E., SELENTA C., LORD R.G. (2006), « When organizational justice and the self-concept meet: Consequences for the organization and its members », Organizational Behavior and Human Decision Processes, 99, p. 175-201.
JUDGE T.A. (2009), « Core self-evaluations and work success », Current
Directions in Psychological Science, 18, p. 58-62. JUDGE T.A., BONO J.E. (2001), “Relationship of core self-evaluations traits
– self-esteem, generalized self-efficacy, locus of control, and emotional stability – with job satisfaction and job performance: A meta-analysis”, Journal of Applied Psychology, 86, 80-92. KALLIATH T.J., BLUEDORN A.C., STRUBE M. J. (1999), « A test of value congruence effects », Journal of Organizational Behavior 20, p. 1175-1198.
KERNIS M.H., CORNELL D.P., SUN C.R., BERRY A., HARLOW T. (1993), « There’s more to self-esteem than whether it is high or low: The importance of stability of self-esteem », Journal of Personality and Social Psychology, 65, p. 1190-1204.
DE KEYSER V., VLERICK P., D’HOORE W. (2004), Changement organisationnelles, stress des employés et satisfaction des cleints : émergence du concept de flexihealth, Université de Louvain.
LEARY M.R., BAUMEISTER R.F. (2000), « The nature and function of selfesteem: Sociometer theory », in M. P. Zanna (ed.), Advances in Experimental Social Psychology, San Diego, CA, Academic Press, vol. 32, p. 1-62.
LEE J., PECCEI R. (2007), « Perceived organizational support and affective commitment: The mediating role of organization-based self-esteem in the context of job insecurity », Journal of Organizational Behavior, vol. 28, n°6, p. 661-685.
MARSH H.W., YEUNG A.S. (1998), « Top-down, bottom-up, and horizontal models: the direction of causality in multidimensional, hierarchical self-concept models », Journal of Personality and Social Psychology, 75, p. 509-527.
MASTERSON S.S., LEWIS K., GOLDMAN B.M., TAYLOR, M.S. (2000), « Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships », Academy of Management Journal, 43, p. 738-748.
MEYER J.P., ALLEN N.J. (1991), « A three component conceptualization of organizational commitment », Human Resource Management Review, 1, p. 61-89.
MEYER J., STANLEY D., HERSCOVITCH L., TOPOLNYTSKY L. (2002), « Affective, continuance, and normative commitment to the organ-ization: A meta-analysis of antecedents, correlates and consequences », Journal of Vocational Behavior, 59, p. 1-33.
MOSSHOLDER K. W., BENNETT N., MARTIN C.L. (1998), « A multilevel analysis of procedural justice context », Journal of Organizational Behavior, 19, p. 131-1
MOWDAY R., STEERS R., PORTER L. (1979), « The measurement of organizational commitment », Journal of Vocational Behavior, 14, p. 224-227.
NAUMANN S.E., BENNETT N. (2000), « A case for procedural justice climate: Development and test of a multilevel model », Academy of Management Journal, 43, p. 81-889.
PANACCIO A., VANDENBERGHE C. (2011), « The relationships of role clarity and organization-based self-esteem to commitment to supervisors and organizations, and turnover intentions », Journal of Applied Social Psychology, 41, p. 145514
PIERCE J.L., GARDNER D.G. (2004), « Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature », Journal of Management, 30, p. 591-622.
PIERCE J.L., GARDNER D.G., CUMMINGS L.L., DUNHAM R.B. (1989), « Organization-based self-esteem: Construct definition, measurement, and validation », Academy of Management Journal, 32, p. 622-648.
PIERCE J.L., GARDNER D.G., DUNHAM R.B., CUMMINGS L.L. (1993), « Moderation by organization-based self-esteem of role condition-employee response relationships », Academy of Management Journal 2, p. 271-288.
PORTER L.W., STEERS R.M., MOWDAY R.T., BOULIAN P.V. (1974), « Organizational commitment, job satisfaction, and turnover among psychiatric technicians », Journal of Applied Psychology, 59, p. 603-609.
SIMONS T., ROBERSON Q. (2003), « Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes », Journal of Applied Psychology, vol. 88, n°3, p. 432-443.
SKITKA L.J. (2003), « Of different minds: An accessible identity model of justice reasoning », Personality and Social Psychology Review, 7, p. 286-297.
THIBAUT J., WALKER L. (1975), Procedural justice: A psychological Analysis, Hillsdale, NJ, Erlbaum.
VAN DYNE L., PIERCE J.L. (2004), « Psychological ownership and feelings of possession: Three field studies predicting employee attitudes and organization citizenship behavior », Journal of Organizational Behavior 25, p. 436-459.