Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals
By S. Sulu, Adnan Ceylan, Ramazan Kaynak. 2010
137 citations recorded by the source corpus.
Organizational justice is an important predictor of several job attitudes and behaviors such as trust, turnover intention, job satisfaction, job stress, organizational commitment, sabotage in workplace. This study examines the relationship between two dimensions of organizational injustice and organizational commitment, and whether work alienation has mediating effects in this relationship. It was hypothesized that distributive and procedural injustice would cause organizational commitment, and dimensions of work alienation would serve as mediators in this relationship. These relationships were tested in a sample of 383 healthcare professionals (nurses and physicians) from public and private hospitals in Istanbul. The results revealed that both distributive injustice and procedural injustice were associated with organizational commitment, and each of the work alienation dimensions partially mediated this relationship. The theoretical and practical implications of this results were discussed below.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/b4d74e1348c2c7294a8517a7c161418fc3758a20
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In Organizational Behavior and Human Resource Management
In Social Psychology
In Sociology and Political Science
Citations in the corpus
- Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship (2012, background): “A strong negative relationship was reported between personal alienation and turnover intention (Sulu et al., 2010).”