الدور الوسيط للثقة التنظيمية في العلاقة بين العدالة التنظيمية المدركة و الانغراز الوظيفي : بحث تحليلي لآراء عينة في مديرية تربية محافظة كربلاء

Abstract EN

This research seeks to test the relationship between perceived organizational justice andJob Embeddedness through the existence of organizational confidence as an intermediaryvariable between the employees of the Department of Education of Karbala governorate.

The data and information related to the research were collected through the design of aquestionnaire distributed to a random sample of 91 employees In order to explore theavailability of research variables, the dimensions of the perceived organizational justicevariable (distributive justice, procedural justice and interactive justice) were adopted as anindependent variable Based on (Kaur: 2016, 2), the organizational confidence dimensionsof (trust in senior management, trust in supervisors and trust in co-workers) wereadopted as an intermediary variable based on (porumbescu; etal: 2013, 159) As well asadoption of Job Embeddedness dimensions of (fit, linkages and sacrifice) as a dependentvariable based on (Mallol and Holtom, 2007: 36) In order to achieve the objective of theresearch, the main and secondary hypotheses that reflect the relationship betweenperceived organizational justice and Job Embeddedness were adopted throughorganizational confidence as an intermediary variable between them.

To calculate thepersistence coefficient, researchers used the Alpha Kronbach method to measure thestability of the resolution by adopting Spss outputs.

V.23 In this study, the simplecorrelation coefficient (Person) In order to test the hypotheses of the research and to testthe intermediate role of the organizational confidence variable between perceivedorganizational justice and the functional induction variable, the (Amos V.20) program wasused The research reached a set of conclusions, the most prominent of which is that theperceived organizational justice in general is of a good level, especially after thedistributive justice, that is, the behavior of some managers is fair in dealing withsubordinates, and the feeling of a large proportion of the sample is equal to what theyreceive The most important recommendations recommended by the research is the needto increase the knowledge of the Department investigated the concepts of organizationaljustice perception and organizational confidence as well as career induction thatcontributes to enhancing the capabilities of its staff.