臺灣博碩士論文加值系統

ABSTRACT

The current tendency of researchers in organization behavior literature starting to give more attention to psychological factors holds its own attraction. For years, emotional and psychology issues were put aside in organization behavior’s literatures. However, due to the extremely turbulent in today’s organizational environmental, emotional and psychology issues need to recognized and understood as a vital part of human resources department.
This study examined the relationship between organizational justice, positive organizational behavior, employees’ job satisfaction, and organizational commitment among employees who are working in Indonesia. Also, the authors examined the effect of demographic characteristics towards those four constructs. The total sample of this study is 280 respondents.
This study found that among demographic characteristics, gender has no relationship with the four construct in this study. Among the four constructs, job satisfaction did not have significant relationship with demographic characteristic. Employees who are married have higher recognition toward distribution justice compared to those who are single. Furthermore, employees who are aging between 36-40 years old have higher recognition toward continuance commitment and distribution justice. While the higher the education of the employee would produce higher recognition towards optimism, resilience, and procedural justice. Employees who are working at private sector and NGO have higher recognition level towards procedural and hope, compared to those who are working at public sector.
This study also found there is existed relationship between four constructs in one degree or another. Among the dimensions of organizational justice, information and procedural have relationship with organizational commitment and job satisfaction.
While for positive organizational behavior, resilience and optimism was found to have relationship with organizational commitment and hope and resilience have relationship with job satisfaction. Affective commitment was the only dimension of organizational commitment which has relationship with job satisfaction, and among the dimensions of organizational justice, distribution and information justice have relationship with positive organizational behavior.

ABSTRACT

The current tendency of researchers in organization behavior literature starting to give more attention to psychological factors holds its own attraction. For years, emotional and psychology issues were put aside in organization behavior’s literatures. However, due to the extremely turbulent in today’s organizational environmental, emotional and psychology issues need to recognized and understood as a vital part of human resources department.
This study examined the relationship between organizational justice, positive organizational behavior, employees’ job satisfaction, and organizational commitment among employees who are working in Indonesia. Also, the authors examined the effect of demographic characteristics towards those four constructs. The total sample of this study is 280 respondents.
This study found that among demographic characteristics, gender has no relationship with the four construct in this study. Among the four constructs, job satisfaction did not have significant relationship with demographic characteristic. Employees who are married have higher recognition toward distribution justice compared to those who are single. Furthermore, employees who are aging between 36-40 years old have higher recognition toward continuance commitment and distribution justice. While the higher the education of the employee would produce higher recognition towards optimism, resilience, and procedural justice. Employees who are working at private sector and NGO have higher recognition level towards procedural and hope, compared to those who are working at public sector.
This study also found there is existed relationship between four constructs in one degree or another. Among the dimensions of organizational justice, information and procedural have relationship with organizational commitment and job satisfaction.
While for positive organizational behavior, resilience and optimism was found to have relationship with organizational commitment and hope and resilience have relationship with job satisfaction. Affective commitment was the only dimension of organizational commitment which has relationship with job satisfaction, and among the dimensions of organizational justice, distribution and information justice have relationship with positive organizational behavior.

TABLE OF CONTENT

ACKNOWLEDGEMUENTS........................................................................... II
ABSTRACT...................................................................................................... III
TABLE OF CONTENTS.................................................................................. V
LIST OF TABLES............................................................................................ VII
LIST OF FIGURE............................................................................................. IX
CHAPTER ONE INTRODUCTION .............................................................. 1
1.1 Research Background and Motivation 1
1.2 Purpose of The Research 3
1.3 Scope of The Research 4
14 Structure of The Research 5
CHAPTER TWO LITERATRE REVIEW 6
2.1 Organizational Justice 6
2.2 Positive Organizational Behavior 10
2.3 Organizational Commitment 14
2.4 Job Satisfaction 14
2.5 Relationship between Organizational Justice and Organizational
Commitment 16
2.6 Relationship between Organizational Justice and Job Satisfaction 17
2.7 Relationship between Positive Organizational Behavior and
Organizational Commitment 17
2.8 Relationship between Positive Organizational Behavior and Job
Satisfaction 18
2.9 Relationship between Job Satisfaction and Organizational Commitment 19
2.10 Relationship between Organizational Justice and Positive
Organizational Behavior 20
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 21
3.1 Research Design 21
3.2 Survey Instruments 22
3.3 Research Hypotheses 23
3.4 Survey Design 24
3.5 Sampling 25
3.6 Data Analysis Method 25
CHAPTER FOUR DATA ANALYSIS AND DISCUSSION 28
4.1 Descriptive Analysis 28
4.2 Descriptive Statistic and Cronbach’s Alpha 29
4.3 One Way ANOVA Analysis 31
4.4 T-test Analysis 35
4.5 Correlation Analysis 36
4.6 Regression Analysis and Stepwise Regression Analysis 37
CHAPTER FIVE CONCUSIONS AND SUGGESTIONS 46
5.1 Research Findings 46
5.2 Implications 50
5.3 Limitations 51
5.4 Research Suggestions 51
REFERENCES 53
APPENDIX 58

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