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Paper Information

Journal:   KNOWLEDGE & RESEARCH IN APPLIED PSYCHOLOGY   SUMMER 2014 , Volume 15 , Number 2 (56); Page(s) 56 To 68.
 
Paper: 

THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT AND ORGANIZATIONAL CLIMATE WITH PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

 
 
Author(s):  NADERI FARAH*, SAFARZADEH SAHAR
 
* ISLAMIC AZAD UNIVERSITY OF AHWAZ
 
Abstract: 

The aim of this study was to investigate the relationship of organizational justice, organizational health, job engagement and innovative organizational climate with psychological empowerment and organizational citizenship behavior in an industrial company employee in the city of Ahvaz. The sample included 400 persones who were selected randomly by stratified sampling procedure based on Krejie&Morgan sampling table. The research tools were Organizational Justice (Niehoff and Moorman, 1993), Organizational Health (Tamiminejad, 1386s.c./2007), Job Engagement (Salanova and Schaufeli, 2001), Innovative Organizational Climate (Cigel and Kaumer, 1978), Psychological Empowerment (Spreitzer, 1995) and Organizational Citizenship Behavior (Lee and Allen, 2002). Canonical correlation analysis was applied as statistical procedure. The results showed that the two sets of criterion and predictive variables were significantly correlated in two dimensions (0.84 and 0.19, respectively). Job engagement had the strongest relationship with the first dimension (0.99). Then were organization health (0.77), organization justice (0.71) and innovative organizational climate (0.51). In the second dimension, organization health (-0.46), innovative organizational climate (0.30), organization justice (-0.24) and job engagement (0.08) had the strongest relationships. The analysis outputs also showed that canonical variable had the strongest relationship with psychological empowerment (0.98) then with organizational citizenship behavior (0.78), while the second canonical variable had the strongest correlation with organizational citizenship behavior (0.63) and followed by psychological empowerment (-0.20).

 
Keyword(s): ORGANIZATIONAL JUSTICE, ORGANIZATIONAL HEALTH, JOB ENGAGEMENT, INNOVATIVE ORGANIZATIONAL CLIMATE, PSYCHOLOGICAL EMPOWERMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR
 
References: 
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