¿Cómo entender la justicia organizacional en tiempos de pandemia? Relación con la dispsición al cambio / How to Understand Organizational Justice in Times of Pandemic? Relationship with the Disposition to Organizational Change

Resumen Esta investigación tuvo por objetivo analizar la capacidad predictiva de la percepción de justicia distributiva y justicia de interacción en la disposición al cambio organizacional en trabajadores durante la pandemia por COVID-19. La población fue de 342 colaboradores de diversas organizaciones colombianas. El estudio se apoyó en un diseño predictivo transversal. Se utilizaron los instrumentos de justicia organizacional -adaptado a población colombiana- y cambio organizacional. Los resultados evidencian la existencia de la predicción del cambio organizacional como resultado de la percepción de justicia organizacional. De esta forma, las organizaciones se benefician en los procesos de cambio en los momentos en que exponen y dan certeza de los ajustes, afectaciones y decisiones a tomar por sus miembros, procurando que estos se transformen en agentes que acojan los cambios razonables y racionales que la institución procura. El contexto cambiante de la pandemia es una condición que limita la predicción de la justicia organizacional procedimental y el cambio organizacional en el nivel individual total.

Abstract The objective of the research was to analyze the predictive capacity of the perception of distributive justice and interaction justice in the willingness to organizational change in workers during the COVID-19 pandemic. The study was based on a predictive cross-sectional design, and the sample consisted of 342 workers from different Colombian organizations. The organizational justice (adapted to the Colombian population) and organizational change instruments were used. The results showed the existence of the prediction of organizational change due to the perception of organizational justice. In this way, organizations benefit in their change processes when they explain and give certainty to their members about the new adjustments, effects and decision making, ensuring that they become agents that welcome the reasonable and rational changes that the institution seeks. The changing context of the pandemic is a condition that limits the prediction of procedural organizational justice and organizational change at the total individual level.

Justiça organizacional e doença cardiometabólica: uma revisão sistemática / Organizational justice and cardiometabolic disease: a systematic review

Resumo Os efeitos da justiça organizacional sobre a saúde dos trabalhadores têm sido investigados em diversas áreas de trabalho. Entretanto, a sistematização da informação disponível sobre os efeitos relacionados às doenças cardiovasculares (DCV) e à diabetes é escassa. O objetivo deste artigo é revisar sistematicamente a associação entre justiça organizacional e DCV e metabólica em trabalhadores adultos. A estratégia de busca incluiu os termos justiça organizacional, doença coronariana, doença cerebrovascular, hipertensão arterial sistêmica, diabetes mellitus e DCV. As bases de dados investigadas foram MEDLINE, EMBASE e LILACS. A qualidade dos estudos foi avaliada pelo instrumento desenvolvido pelo National Institute of Health. Foram identificados 1.959 títulos. Após avaliação, foram selecionados oito estudos. Os indivíduos com percepção de justiça organizacional alta apresentaram menor risco de DCV e metabólica. Baixa justiça organizacional tem repercussões para a saúde cardiovascular e metabólica dos trabalhadores. A elaboração de estratégias para promover justiça organizacional deve ser priorizada para assim mitigar seus impactos para os trabalhadores e as instituições.

Abstract The effects of organizational justice on workers' health have been investigated in several areas of work. However, the systematization of available information on the effects related to cardiovascular diseases (CVD) and diabetes is scarce. This article aims to systematically review the association between organizational justice and CVD and metabolic disease in adult workers. The search strategy included the terms organizational justice, coronary heart disease, cerebrovascular disease, systemic arterial hypertension, diabetes mellitus and CVD. This study investigated the following databases: MEDLINE, EMBASE, and LILACS. The quality of the studies was assessed using the instrument developed by the National Institute of Health. Results: This study identified 1,959 titles. After evaluation, eight studies were selected. Individuals with a high perception of organizational justice showed a lower risk of CVD and metabolic disease, whereas low organizational justice presented repercussions for the cardiovascular and metabolic health of workers. The development of strategies to promote organizational justice must be prioritized and thus mitigate its impacts on workers and institutions.

The mediating role of work-family conflict in the relationship between organizational justice and work-related stress / Rol mediador del conflicto trabajo-familia en la relación entre justicia organizacional y estrés laboral

Abstract Although the effects of overall organizational justice on perceptions of work-related stress have been demonstrated in previous studies, the mechanisms underlying this relationship are not explicit. Current research suggests that supervisors who are perceived as fair enhance employees' ability to balance their work and family roles, positively impacting their stress levels. The aim of this research is to examine the mediating role of work-family conflict in the relationship between perceptions of overall organizational justice and work-related stress in a Latin-American work context; also analyze gender differences in work-family/work-family conflict. 129 workers belonging to a Chilean public institution participated and answered a self-report questionnaire. Analyses were done using bivariate correlations of Pearson, Tau-b of Kendall, Student t-test and structural equation modeling. The results showed the existence of a significant negative correlation between perceptions of overall organizational justice and work-related stress. Furthermore, this relationship was partially mediated by work-family conflict, which means, perceptions of organizational justice were directly and indirectly associated with work-related stress, through work-family conflict. With respect to the gender variable and the work-family, no significant differences were found. This study contributes empirical evidence regarding the importance of perceptions of overall organizational justice and the work-family conflict on work-related stress, and the results obtained guide the diagnosis and the design of more specific models of prevention and intervention from the perspective of occupational health psychology.

Resumen Si bien los efectos de las percepciones de justicia organizacional global sobre las percepciones de estrés laboral han sido demostrados en estudios previos, los mecanismos que subyacen a esta relación no resultan explícitos. La investigación actual plantea que las jefaturas percibidas como más justas potencian la capacidad del trabajador para conciliar sus roles laborales y familiares, impactando positivamente sus niveles de estrés. El objetivo de este estudio es analizar, en un contexto laboral latinoamericano, el rol mediador del conflicto trabajo-familia en la relación entre las percepciones de justicia organizacional global y estrés laboral; y analizar diferencias entre hombres y mujeres respecto al conflicto trabajo-familia. Participaron 129 trabajadores pertenecientes a una institución pública chilena, quienes contestaron un cuestionario de autoreporte. Se efectuaron correlaciones bivariadas de Pearson, Tau-b de Kendall, prueba t de Student y modelamiento de ecuaciones estructurales. Los resultados mostraron la existencia de una correlación negativa y significativa entre las percepciones de justicia organizacional global y el estrés laboral. Además, esta relación estuvo mediada parcialmente por el conflicto trabajo-familia, es decir, las percepciones de justicia organizacional se asociaron de manera directa e indirecta al estrés laboral, a través del conflicto trabajo-familia. Respecto de la variable género y el conflict trabajo-familia, no se encontraron diferencias significativas. Este estudio aporta evidencia empírica sobre la importancia de las percepciones de justicia organizacional global, y sus resultados orientan el diagnóstico y la elaboración de modelos de prevención e intervención más específicos desde el campo de la psicología de la salud ocupacional.

Organizational Justice - An Overview of the Brazilian Scientific Production / Justiça Organizacional - Um Panorama da Produção Científica Brasileira

Abstract The relevance of organizational justice for the improvement of the relationship between workers and organizations has given the theme a prominent role on the international stage in recent decades. In Brazil, discrepancies between national and foreign contributions were pointed out by the last review on the subject, in 2005. Thus, this study analyzed the Brazilian scientific production on organizational justice, focusing on the dimensions of the organizational justice, the theoretical background, and the relationships investigated. A semi-systematic literature review was carried out in 19 journals (1996-2018). The results showed significant differences between national and international production. A national research agenda is presented, highlighting the need for studies exploring the antecedents and the effects of the process of mediation and interaction of justice and a better theoretical foundation.

Resumo A relevância da justiça organizacional para melhoria da relação entre trabalhadores e organizações conferiu ao tema destaque em cenário internacional nas últimas décadas. No Brasil, discrepâncias entre as contribuições nacionais e estrangeiras foram apontadas pela última revisão do tema, em 2005. Assim, buscando responder como as dimensões de justiça foram pesquisadas, baseadas em que teorias e quais as principais relações investigadas, este estudo analisou o desenvolvimento da produção científica brasileira sobre justiça organizacional. Realizou-se uma revisão semi-sistemática da literatura, em 19 periódicos (1996-2018). Os resultados evidenciaram diferenças significativas entre a produção nacional e internacional. Apresenta-se uma agenda de pesquisa nacional, explicitando as necessidades de investigação dos antecedentes e dos efeitos mediacionais e interacionais do construto e de melhor fundamentação teórica.

Human resource practices and employee wellbeing from a gender perspective: The role of organizational justice / Prácticas de recursos humanos y bienestar de los empleados desde una perspectiva de género: el papel de la justicia organizacional

Abstract Introduction/objective: HR practices have been widely studied in the literature. However, critical research gaps remain unexplored. Little attention has been paid to the relationship between HR practices and well-being, or the mechanisms that explain the effect of HR on employees' wellbeing, and the role of gender in this relationship. Hence, this study aims to examine the relationship between HR practices and well-being (eudemonic and hedonic) through organizational justice, taking into account gender. Method: A convenience sampling technique was used in a correlational design. The sample was composed of 1647 employees from 42 Spanish organizations. Our measures were HR practices, organizational justice, and hedonic and eudemonic wellbeing. Multi-group structural equation models were computed. Results: The results supported our hypothesis, which mainly stated that (1) organizational justice (distributive, procedural and interactional justice) mediated the relationship between HR practices and eudemonic and hedonic well-being; (2) there were differences between men and women in this mediation. Conclusions: Human resource practices and organizational justice offer tools to HR managers in order to maintain and improve employees' well-being levels within their organizations.

Resumen Introducción/objetivo: Las prácticas de recursos humanos (RRHH) han sido ampliamente estudiadas en la literatura. Sin embargo, existen importantes carencias de investigación al respecto. Por ejemplo, se ha prestado poca atención a la relación entre las prácticas de RRHH y el bienestar, al mecanismo que explica el efecto de los RRHH en los empleados, y se ha pasado por alto el papel del género en las prácticas de RRHH. Por tanto, este estudio se dirige a examinar la relación entre las prácticas de RRHH y el bienestar (eudemónico y hedónico) por medio de la justicia organizacional, teniendo en cuenta el género. Método: Se utilizó un muestreo por conveniencia en un diseño correlacional. La muestra se compuso de 1647 trabajadores de 42 organizaciones españolas. Los instrumentos utilizados midieron prácticas de RRHH, justicia organizacional, y bienestar hedónico y eudemonico. Se realizaron modelos de ecuaciones estructurales multigrupo. Resultados: Los resultados confirmaron nuestras hipótesis, que afirmaban principalmente que (1) la justicia organizacional (justicia distributiva, de procedimiento e interactiva) mediaba la relación entre las prácticas de RRHH y el bienestar eudemónico y hedónico; (2) hay diferencias entre hombres y mujeres en esta mediación. Conclusiones: Las prácticas de RRHH y la justicia organizacional ofrecen herramientas a los directores de RRHH sobre cómo actuar para mantener y mejorar los niveles de bienestar de los empleados dentro de sus organizaciones.

Justiça organizacional e o estresse no trabalho de bancários / Organizational Justice and Stress at Work of Bankers / Justicia Organizacional y el estrés en el trabajo de los bancos

O objetivo desta pesquisa foi analisar as relações entre a justiça organizacional e o estresse no trabalho, segundo a perspectiva dos funcionários do setor bancário público e privado de uma cidade do estado do Rio Grande do Sul, no Brasil. Para isso, foi realizado um estudo com 339 colaboradores de instituições bancárias, adotando-se como instrumentos de pesquisa a Escala de Percepção de Justiça Organizacional, a Escala de Estresse no Trabalho e a versão reduzida da Escala de Desequilíbrio Esforço-Recompensa. A análise dos dados ocorreu através de estatística descritiva, indicador de alfa de Cronbach, testes de normalidade, teste Mann-Whitney, teste Kruskal-Wallis, teste Qui-Quadrado e Análise de Correspondência. Como resultados, evidencia-se a relação entre a percepção de justiça organizacional e o estresse no trabalho, demonstrando que a percepção de justiça contribui para a forma com que os colaboradores encaram as situações e as demandas de trabalho, que podem levar ao estresse.

The objective of this research was to analyze the relationship between organizational justice and work stress, from the perspective of public and private banking sector employees from a city in the state of Rio Grande do Sul, Brazil. For this, a study was carried out with 339 employees of banking institutions, adopting as research instruments the Organizational Justice Perception Scale, the Stress at Work Scale and the reduced version of the Effort-Reward Imbalance Scale. Data analysis was performed using descriptive statistics, Cronbach's alpha indicator, normality tests, Mann-Whitney test, Kruskal-Wallis test, Chi-square test and Correspondence Analysis. As a result, the relationship between the perception of organizational justice and stress at work is evidenced, demonstrating that the perception of justice contributes to the way employees face work situations and demands that can lead to stress.

El objetivo de esta investigación fue analizar la relación entre la justicia organizacional y el estrés laboral, desde la perspectiva de los empleados del sector bancario público y privado de una ciudad en el estado de Rio Grande do Sul, Brasil. Para esto, se realizó un estudio con 339 empleados de instituciones bancarias, adoptando como instrumentos de investigación la Escala de Percepción de Justicia Organizacional, la Escala de Estrés en el Trabajo y la versión reducida de la Escala de desequilibrio de esfuerzo-recompensa. El análisis de los datos se realizó mediante estadística descriptiva, indicador alfa de Cronbach, pruebas de normalidad, prueba de Mann-Whitney, prueba de Kruskal-Wallis, prueba de Chi-cuadrado y análisis de correspondencia. Como resultado, se evidencia la relación entre la percepción de justicia organizacional y el estrés en el trabajo, lo que demuestra que la percepción de justicia contribuye a la forma en que los empleados enfrentan situaciones y demandas laborales que pueden generar estrés.

Estrés laboral: una perspectiva desde la justicia e injusticia organizacional / Occupational stress: a perspective from organizational justice and injustice

OBJETIVO: analizar narrativamente la evidencia científica sobre el estrés laboral desde una perspectiva de justicia organizacional. MÉTODOS: revisión narrativa de la literatura científica en Pubmed, Ebsco, Lilacs, Scopus y Web of Science de artículos observacionales que evaluaran el papel de la justicia organizacional y la presencia de estrés laboral. RESULTADOS: existe evidencia que apoya las hipótesis de que la justicia organizacional puede actuar como un estresor directo o indirecto entre la relación de otros factores y la presencia de estrés laboral. CONCLUSIÓN: existe evidencia tanto objetiva como subjetiva de la relación entre estrés laboral y justicia organizacional. La búsqueda de la justicia organizacional es un aspecto que debe encabezar la agenda de las estrategias para mejorar el bienestar de los trabajadores. Esta construcción debe realizarse ajustando cada uno de los procedimientos organizacionales.

OBJECTIVE: Narratively analyze the scientific evidence on work stress from an organizational justice perspective. METHODS: narrative review of the scientific literature in Pubmed, Ebsco, Lilacs, Scopus and Web of Science of observational articles that evaluated the role of organizational justice and the presence of work stress. RESULTS: there is evidence that supports the hypothesis that organizational justice can act as a direct or indirect stressor between the relationship of other factors and the presence of work stress. CONCLUSION: there is both objective and subjective evidence of the relationship between work stress and organizational justicethe search for organizational justice is an aspect that should head the agenda of strategies to improve the wellbeing of workers. This construction must be done by adjusting each of the organizational procedures.

Síndrome de burnout y justicia organizacional: una revisión sistemática / Burnout syndrome and organizational justice: a systematic review

Se tuvo como objetivo analizar sistemáticamente las publicaciones que abordan la relación entre la justicia organizacional y el síndrome de burnout en diferentes poblaciones laborales. La aproximación se efectuó a partir de una revisión sistemática de la literatura científica en Scopus, Pubmed, Cochrane; Science Direct y Lilacs de artículos observacionales que evaluaran la relación entre el constructo de justicia organizacional y la presencia de síndrome de burnout. Resultados: se incluyeron 21 artículos en la síntesis cualitativa que analizaban la relación directa entre la justicia organizacional y el síndrome de burnout. Con excepción de uno, todos los artículos analizados reportan una correlación negativa entre la percepción de justicia organizacional y la presencia del síndrome de burnout. Igualmente, se observó que todas las dimensiones de justicia se correlacionaron negativamente tanto con el síndrome visto en forma global o sus dimensiones, solamente el logro personal y el compromiso con el trabajo se relacionaron positivamente con la percepción de justicia. Conclusión: dada la consistente correlación negativa encontrada en los estudios analizados, es necesario dar más relevancia al papel de la justicia organizacional en la aparición o presencia del síndrome, igualmente este aspecto debe ser tenido en cuenta en la formulación de estrategias de intervención(AU)

Objective: To systematically analyse the literature addressing the relationship between organizational justice and burnout syndrome in different working populations. Methods: We conducted a systematic review of the scientific literature contained in Scopus, Pubmed, Cochrane; Science Direct and LILACS of observational studies evaluating the relationship between the organizational justice construct and the presence of burnout syndrome. Results: Twenty-one articles were included in the qualitative synthesis. All but one of the included articles reported a negative correlation between the perception of organizational justice and the presence of burnout syndrome. Likewise, all dimensions of justice were negatively correlated with burnout, both globally as well as with each of its dimensions. Only personal achievement and commitment to work were positively associated with the perception of justice. Conclusion: Given the consistent negative correlation found in the studies analyzed, it is necessary to give more importance to the role of organizational justice in the emergence or presence of the syndrome; this aspect should also be considered when formulating intervention strategies(AU)

Work Design and Job Satisfaction: the moderating role of organizational justice / Desenho do trabalho e satisfação: o papel moderador da justiça organizacional / Diseño del trabajo y satisfacción: el rol modulador de la justicia organizacional

The economic crisis has entailed a general increase in job demands and reduction in compensating factors, modifying the fairness of the employment relationship. In this longitudinal study, we analyze the effects of the moderating role of organizational justice on the job characteristics - job satisfaction relationship. A total of 593 employees working for 42 Spanish companies answered the questionnaires at two points in time. Results showed that the job and the social characteristics, as well as distributive justice, in time 1 predict job satisfaction in time 2. Additionally, interactional justice moderated the relationship between job characteristics and job satisfaction. In conclusion, work design, as well as fair interactions at work, may increase job satisfaction.

A crise econômica implicou em um aumento geral nas demandas de emprego e redução nas compensações, modificando a equidade nas relações de trabalho. Neste estudo longitudinal, analisamos os efeitos moderadores da justiça organizacional entre as características do trabalho e a satisfação laboral. Um total de 593 trabalhadores de 42 empresas espanholas responderam aos questionários em dois momentos temporais. Os resultados mostraram que as características da tarefa e as sociais assim como a justiça distributiva em tempo 1 prediz a satisfação laboral em tempo 2. Além disso, encontrou-se um efeito de interação entre as características da tarefa e a justiça interacional sobre a satisfação laboral. Conclui-se que além do desenho do trabalho é importante levar em consideração que interações justas no trabalho podem incrementar a satisfação laboral.

La crisis económica ha implicado un aumento general de las demandas laborales y una reducción de las compensaciones, modificando la equidad en las relaciones laborales. En este estudio longitudinal, analizamos los efectos moduladores de la justicia organizacional entre las características del trabajo y la satisfacción laboral. 593 empleados de 42 empresas españolas contestaron el cuestionario en dos momentos temporales distintos. Los resultados mostraron que las características de la tarea y las sociales, así como la justicia distributiva en tiempo 1 predicen la satisfacción laboral en tiempo 2. Además, se encontró un efecto de interacción entre las características de tarea y la justicia interaccional sobre la satisfacción laboral. En conclusión, además del diseño del puesto es importante tener en cuenta que interacciones justas en el trabajo pueden incrementar la satisfacción laboral.

Association between organizational justice and depressive symptoms among securities company workers

BACKGROUND: The organizational justice model can evaluate job stressor from decision-making process, attitude of managerial or senior staff toward their junior workers, and unfair resource distribution. Stress from organizational injustice could be harmful to workers' mental health. The purpose of this study is to explore the association between organizational justice and depressive symptoms in a securities company. METHODS: To estimate organizational justice, a translated Moorman's organizational justice evaluation questionnaire (Korean) was employed. Cronbach's α coefficient was estimated to assess the internal consistency of the translated questionnaire. To assess depressive symptoms, the Center for Epidemiologic Studies Depression (CES-D) scale was used. The link between the sub-concepts of the organizational justice model and depressive symptoms was assessed utilizing multiple logistic regression models. RESULTS: The risk of depressive symptoms was significantly higher among workers with higher levels of all subcategory of organizational injustice. In the full adjusted model odds ratio (OR) of higher level of procedural injustice 2.79 (95% confidence interval [CI], 1.58–4.90), OR of the higher level of relational injustice 4.25 (95% CI, 2.66–6.78), OR of higher level of distributional injustice 4.53 (95% CI, 2.63–7.83) respectively. Cronbach's α coefficient of the Korean version was 0.93 for procedural justice, 0.93 for relational justice, and 0.95 for distributive justice. CONCLUSIONS: A higher level of organizational injustice was linked to higher prevalence of depressive symptoms among workers in a company of financial industry.

JUSTIÇA ORGANIZACIONAL, ROTATIVIDADE & PROFISSIONAIS DE TECNOLOGIA DA INFORMAÇÃO / Organizational justice, turnover & information technology professional

Resumo Empresas de Tecnologia de Informação (TI) com freqüência têm vivenciado dificuldades de atração e retenção de profissionais qualificados em razão das muitas ofertas de emprego na área e da insuficiente entrada destes no mercado. Decorre disto que tais empresas têm empreendido esforços para comprometê-los e reduzir os elevados índices de rotatividade. Com essa justificativa, o estudo analisou a relação entre percepção de Justiça Organizacional e intenção de profissionais de TI em permanecerem nas empresas que os empregam. A pesquisa, descritiva, de corte transversal, utilizou a coleta de dados às escalas EPJO e EICCO. Participaram 23 profissionais desenvolvedores de TI. Os dados foram analisados no programa SPSS® 20.0 e passaram pelo teste de normalidade de Shapiro Wilk e recursos de estatística inferencial. Os resultados revelam profissionais com médio/alto grau de comprometimento que permanecem pouco tempo nas empresas e que percebem como adequado o tratamento recebido de seus líderes.

Abstract Companys of the Information Technology (IT) have often experienced difficulties in attracting and retaining qualified professionals, because of the many jobs in the area and insufficient intake of these on the market. It follows from this, that have undertaken efforts to engage them with the organization and reduce high turnover rates. With this rationale, the present study examined the relationship between perceived organizational justice and intention of IT professionals to remain in the companies that employ them. The research, descriptive, cross-sectional, was attended by 23 developers professionals and the EPJO and EICCO scales were used for data collection. Data were organized and analyzed using SPSS ® 20.0 program, passed by the Shapiro Wilk normality test resources and inferential statistics. The findings reveal that professional, although with medium / high level of commitment, remain a short time in the companies, and they perceive as the appropriate treatment received from their leaders.

Core self-evaluations and work-family enrichment: the mediating role of distributive justice perceptions / Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva

Abstract The aim of this study was twofold: to analyze the possible relationships between employees' personality (as measured by core self-evaluations or CSE) and their feelings of work-family enrichment (WFE); and to examine whether distributive justice perceptions act as a mediator in such relationships. A cross-sectional survey was conducted to collect data from 386 employees in public and private organizations located in Argentina. Structural equation modelling was used to examine two integrative models that combined CSE, distributive justice, and WFE. Results reveal a good fit of the full mediation model (S-Bx2 = 3.18, GFI= .99, CFI= .99, RMSEA= .03), in which distributive justice perceptions fully mediated the relations between CSE and WFE (y = .13, IC= [-.03; .27]) and between CSE and FEW (y = .09, IC= [-.08; .25]). Findings are discussed in the light of its theoretical and practical implications. The study provides valuable information for organizational authorities and HR managers to focus their efforts on both the development of CSE traits and the creation of fair and equitable work environments.

Resumen El objetivo de este estudio fue doble: analizar las relaciones entre la personalidad de los empleados (operacionalizada como núcleo de autoevaluaciones, NAE) y el enriquecimiento trabajo-familia (ETF); y examinar si las percepciones de justicia distributiva desempeñan un rol mediador en tales relaciones. Se realizó una verificación empírica de corte transversal sobre 386 empleados de organizaciones públicas y privadas localizadas en Argentina. Análisis de ecuaciones estructurales indicaros un adecuado ajuste para un modelo de mediación total (S-Bx2 = 3.18, GFI= .99, CFI = .99, RMSEA= .03), en el que las percepciones de justicia distributiva median las relaciones del NAE con ETF (y = .13, IC= [-.03; .27]) y con EFT (y = .09, IC= [-.08; .25]). Se discuten los resultados a la luz de sus implicaciones prácticas. Este estudio proporciona información valiosa para que directivos organizacionales y gerentes de recursos humanos focalicen sus esfuerzos tanto en el desarrollo de los rasgos del NAE, como en la creación de ambientes de trabajo justos.

Reliability and validity of the Korean version of organizational justice questionnaire

BACKGROUND: Many studies show that organizational justice (OJ) is related to psychological determinants of employee health. To prevent health problems related to OJ in Korean workplaces and to accurately measure OJ, we developed the Korean version of the Organizational Justice Questionnaire (K-OJQ) and assessed its validity and reliability. METHODS: A questionnaire draft of the K-OJQ was developed using back-translation methods, which was preliminary tested by 32 employees in Korea. Feedback was received and the K-OJQ was finalized. This study used data from 303 workers (172 males, 131 females) in Korea using the K-OJQ, job stress, and lifestyle questionnaires. RESULTS: Cronbach’s α coefficients of the internal consistency reliability was 0.92 for procedural justice and 0.94 for interactional justice. Factor analyses using SPSS 24 and Amos 23 extracted two expected factors, named procedural justice (7 items; range, 1.0–5.0) and interactional justice (6 items; range, 1.0–5.0) and showed a reliable fit (χ2 = 182; p = .000; GFI = .912; AGFI = .877; CFI = .965; RMSEA = .077). Furthermore, higher procedural justice and interactional justice levels were correlated with lower job demand (− 0.33; − 0.36), insufficient job control (− 0.36; − 0.41), interpersonal conflict (− 0.45; − 0.51), job insecurity (− 0.33; − 0.34), organizational system (− 0.64; − 0.64), and lack of reward (− 0.55; − 0.63). CONCLUSIONS: The K-OJQ was objectively validated through statistical methods. ELECTRONIC SUPPLEMENTARY MATERIAL: The online version of this article (10.1186/s40557-018-0238-8) contains supplementary material, which is available to authorized users.

Resiliência e Justiça Organizacional como Antecedentes da Percepção de Desenvolvimento Profissional / Resilience and Organizational Justice as Antecedents of Professional Development Perception

RESUMO O mercado competitivo da atualidade tem exigido mais qualificação dos trabalhadores, o que aumenta a relevância do construto desenvolvimento profissional. O objetivo deste estudo foi testar um modelo de predição da percepção do desenvolvimento profissional. Participaram da pesquisa 320 trabalhadores de diferentes categorias profissionais de organizações públicas e privadas. O questionário continha três escalas, todas com bons indicadores psicométricos. Os resultados apontados a partir da regressão múltipla confirmaram que percepção de justiça organizacional e resiliência predizem positivamente a percepção de desenvolvimento profissional, sendo que esta demonstra maior poder preditivo. Os resultados foram discutidos de acordo com a teoria do desenvolvimento profissional.

ABSTRACT The success or failure of an organization depends on employee performance. Hence, organizations are investing a great amount of money in employee development. The aim of this study was to test a prediction model of perception of professional development. 320 employees from different professional categories of public and private organizations participated in the survey. The questionnaire contained three scales, all of them with good indicators of psychometric validity. The results obtained by multiple regression confirmed that perceived organizational justice and resilience positively predict perception of professional development, and that resilience has a greater predictive power. Results were discussed according to the professional development theory.

O impacto da justiça organizacional sobre o bem-estar laboral: um estudo com trabalhadores do varejo / The impact of organizational justice on employee well-being: a study with retail workers

O presente estudo teve como objetivo geral investigar o valor preditivo das percepções de justiça organizacional (distributiva, processual, informacional e interpessoal) sobre o bem-estar laboral, expresso por meio da satisfação no trabalho e dos afetos positivos dirigidos a ele. A amostra foi composta por 454 profissionais da área do comércio varejista de Niterói, São Gonçalo e Rio de Janeiro, que responderam a uma escala de satisfação no trabalho, a uma escala de afetos positivos dirigidos ao trabalho e uma escala de percepção de justiça organizacional. Os dados obtidos evidenciaram que: (1) as percepções de justiça processual, interpessoal e distributiva predizem positivamente a satisfação no trabalho; (2) as percepções de justiça distributiva, processual, informacional e interpessoal predizem positivamente os afetos positivos dirigidos ao trabalho; (3) entre as percepções de justiça organizacional, as percepções de justiça processual são as que melhor predizem a satisfação no trabalho; (4) quanto maior a idade, maior a satisfação no trabalho. Tais resultados são discutidos à luz dos modelos teóricos e estudos empíricos que deram suporte à pesquisa.

The intent of this study was to investigate the predictive value of organizational justice perceptions (distributive, procedural, informational, and interpersonal) on worker well-being, expressed by job satisfaction and by positive affects toward work. The sample was composed of 454 retail area professionals from Niterói, São Gonçalo, and Rio de Janeiro. They responded to a scale of job satisfaction, a scale of positive affects toward work, and a scale of organizational justice perceptions. The results showed that: (1) the perceptions of procedural, interpersonal, and distributive justice were positive predictors of job satisfaction; (2) the perceptions of distributive, procedural, informational and interpersonal justice were positive predictors of positive affects toward work; (3) amongst the four organizational justice perceptions, procedural justice perceptions were the best predictor of job satisfaction; (4) the higher the age, the greater the job satisfaction. Such results are discussed from the perspective of the theoretical models and empirical studies supporting the research.

El presente estudio tuvo como objetivo general investigar el valor predictivo de las percepciones de justicia organizacional (distributiva, procesal, informacional e interpersonal) sobre el bienestar laboral, expresado por medio de la satisfacción en el trabajo y de los afectos positivos dirigidos al trabajo. La muestra fue compuesta por 454 profesionales del área de ventas al por menor de Niterói, São Gonçalo y Rio de Janeiro, que respondieron a una escala de satisfacción con el trabajo, una escala de afectos positivos dirigidos al trabajo y una escala de percepción de la justicia organizacional. Los datos mostraron que: (1) las percepciones de justicia procesal, interpersonal y distributiva predicen positivamente la satisfacción con el trabajo; (2) las percepciones de justicia distributiva, procesal, informacional e interpersonal predicen positivamente los afectos positivos dirigidos al trabajo; (3) entre las percepciones de justicia organizacional, las percepciones de justicia procesal, son las que mejor predicen la satisfacción con el trabajo; (4) cuanto mayor la edad, mayor la satisfacción con el trabajo. Tales resultados, son discutidos a la luz de dos modelos teóricos y estudios empíricos que dieron soporte a la investigación.

Justicia organizacional, engagement en el trabajo y comportamientos de ciudadanía organizacional: una combinación ganadora / Organizational Justice, Work Engagement and Organizational Citizenship Behaviors: A Winning Combination

Se han realizado muchos estudios sobre la relación de la justicia organizacional y los comportamientos de ciudadanía organizacional. Sin embargo, todavía existen preguntas sobre los procesos psicológicos que explican esta relación. Este estudio pone a prueba el rol del mediador del engagement en el trabajo, como proceso psicológico que explica la relación entre la justicia organizacional y los comportamientos de ciudadanía organizacional. Una muestra de 144 empleados de múltiples sectores ocupacionales (servicios, ventas, entre otros) de Puerto Rico participó en el estudio. Los resultados de los modelos de ecuaciones estructurales con Partial Least Squares apoyan nuestra hipótesis: el engagement media en su totalidad la relación entre justicia y comportamientos de ciudadanía organizacional. Cuando las personas perciben que son tratadas en el trabajo de forma justa, se fomenta el engagement en el trabajo, lo que a su vez, predice de los comportamientos de ciudadanía organizacional.

Many studies have been conducted about the relationship of organizational justice and organizational citizenship behaviors. However, there still are questions regarding the psychological processes that explain the relationship. This study tests the mediating role of work engagement as a psychological process that explains the relationship between organizational justice and organizational citizenship behaviors. A sample of 144 employees from multiple occupational industries (service, sales, among others) in Puerto Rico participated in this study. The results from structural equation with Partial Least Squares support our hypothesis: work engagement completely mediates the relationship between organizational justice and organizational citizenship behaviors. When employees are treated in a fair way, work engagement is fostered, which in turn, predicts organizational citizenship behaviors.

Cambio organizacional y percepción de la justicia organizacional en una entidad de la ciudad de Bogotá-Colombia / Organizational change and perception of organizational justice in a defense of belonging to the city of entity Bogota-Colombia

El propósito de esta investigación fue determinar la relación entre la percepción de la justicia organizacional y cambio organizacional en una empresa de la ciudad de Bogotá. La muestra fue de 80 colaboradores, se aplicaron los instrumentos de Justicia de Colquitt (2001) y cambio organizacional (Gracia y Forero, 2010). Se realizó un análisis de los datos mediante el programa estadístico SPSS. Los resultados indicaron relaciones y asociaciones significativas entre el cambio organizacional y la justicia procedimental, informativa e interaccional y ninguna correlación con la justicia distributiva. La variable proyección y desarrollo del cambio mostró la mayor correlación con el nivel de justicia total en la organización, evidenciando el enfoque que se debe tener para la toma de decisiones por parte de la alta dirección y para el diseño de políticas de gestión del talento humano en función del cambio de la cultura organizacional a la que se quiere llegar.

The purpose of this research was to determine the relationship between perceived organizational justice and organizational change in a sample of 80 employees of a company of the defense sector in Bogota, by using a justice (Colquitt, 2001) and an organizational change measure (Grace & Forero 2010). Data analysis was performed using SPSS statistical software. The results indicated significant relationships and associations between organizational change and procedural, informaive and interactional justices, but no correlation with distributive justice. The variable projection and development of change showed the highest correlation with the level of total justice in the organization, showing the approach to decision-making and talent management policies that senior management need to implement as a function of the organizational culture that the organization wants to reach.

The relationship between organizational justice and turnover intention among nurses in tertiary hospitals / 中国实用护理杂志

Objective To explore the relationship between organizational justice and turnover intention among nurses of tertiary hospitals and to provide implications for human resource management.Methods Totally 511 nurses were recruited from four tertiary hospitals of Jinan City and investigated with Organizational Justice Questionnaire and Turnover Intention Scale.Results The average scores of turnover intention and organizational justice were (2.46±0.61) and (3.55±0.62),respectively.Distributive justice and informational justice were significant predictors of turnover intention.Conclusions The turnover intention of nurses in tertiary hospitals is high.It is beneficial for mitigating nurses' tumover intention to improve their organizational justice,apply post management and performance appraisal model.

The Impact of Organizational Justice, Empowerment on the Nursing Task Performance of Nurses: Focused on the Mediating Effect of Job Satisfaction and Organizational Commitment / 한국직업건강간호학회지

PURPOSE: The purpose of this study is to analyze the structural model on the Nursing Task Performance of Hospital Nurses. METHODS: Data collection was done by the 200 hospital nurses from May 1st to May 20th, 2013 in Seoul city. The sample variance-covariance matrix was analyzed using AMOS 19.0 and the maximum likelihood minimization function. The goodness of fit was evaluated using the SRMR, RMSEA and its 90% confidence interval, CFI, and TLI. RESULTS: First, hospital nurses' organizational justice and empowerment was not found to have a significant direct effect on nursing task performance. Second, organizational justice and empowerment had a direct effect on job satisfaction and organizational commitment. Third, organizational commitment was found to have a significant direct effect on nursing task performance. Forth, hospital nurses' empowerment was found to have a significant direct effect on nursing task performance. CONCLUSION: Nurses' nursing task performance was influenced by organizational justice, empowerment, and organizational commitment. In order to increase the degree of nursing task performance in hospital nurse, it is necessary to develop the nursing program and its application considering hospital nurses' organizational justice and empowerment and organizational commitment.

The Influential Factors Related to Organizational Citizenship Behavior of Nurses: With Focus on Authentic Leadership and Organizational Justice / 간호행정학회지

PURPOSE: This study was done to determine the influential factors related to organizational citizenship behavior of nurses with a focus on authentic leadership and organizational justice. METHODS: The study participants were 186 nurses who work at K University Hospitals in Seoul and Gyeonggi province. Data were collected in September and October, 2013. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. RESULTS: The factor most influential for organizational citizenship behavior was authentic leadership (beta=.371, p<.001), followed by organizational justice (beta=.221, p=.005), and marital status (beta=.142, p=.023). These factors accounted for 30.7% of the variance in organizational citizenship behavior. CONCLUSION: In order to enhance organizational citizenship behavior of nurses, strategies for human resource management, which improve the perception of head nurses' authentic leadership and organizational justice, are required.