The potential relationship between Organizational Justice, Organizational Commitment and Job Performance in Government organizations in Abu Dhabi-UAE context:
| dc.Location | 2009 HD 69.P75 K38 | |
| dc.contributor.author | Alkhatiri, Majid Hussain Ahmed | |
| dc.date.accessioned | 2013-07-09T07:24:30Z | |
| dc.date.available | 2013-07-09T07:24:30Z | |
| dc.date.issued | 2009-06 | |
| dc.description.abstract | The purpose of this study is to examine the potential relationship between organizational justice, organizational commitment (employees’ loyalty) and job performance in government organizations in Abu Dhabi – U.A.E context. The research focused on the perception of justice in the workplace, and how such perceptions predict organizational commitment and job performance. On the other hand this study intends to investigate the impact of two levels of organizational justice (procedural, interact ional) on both organizational commitment (affective commitment, continuance commitment) and job performance (work performance, readiness to innovate, work enthusiasm, and understanding work duty). The relationship between these two facets of commitment and job performance has also been explored. This study was conducted in three government organizations in Abu Dhabi. A self administered questionnaire was distributed randomly to a sample of 500 full-time employees used in this study, and the data was collected accordingly. The findings show that organizational justice (procedural, interact ional) is positively and significantly correlated with affective and continuance commitment as well as with job performance. Also the result shows that organizational commitment is positively and significantly correlated with job performance. However this study highlights the importance of providing justice environment at workplace, to foster the employee's affective and continuance commitment and hence increase productivity. Moreover, the results alert the need for managerial interventions aimed at enhancing perception of fair processes and interpersonal and informational relations as well as minimizing turnover intentions. | en_US |
| dc.identifier.other | 60063 | |
| dc.identifier.uri | http://bspace.buid.ac.ae/handle/1234/242 | |
| dc.language.iso | en | en_US |
| dc.publisher | British University in Dubai | en_US |
| dc.subject | organizational justice | en_US |
| dc.subject | organizational commitment | en_US |
| dc.subject | job performance | en_US |
| dc.subject | Government organizations | en_US |
| dc.subject | United Arab Emirates (UAE) | en_US |
| dc.title | The potential relationship between Organizational Justice, Organizational Commitment and Job Performance in Government organizations in Abu Dhabi-UAE context: | en_US |
| dc.type | Dissertation | en_US |