The impact of perception of organizational injustice on work alienation : analytical study at international schools in Amman

Other Title(s)

أثر إدراك غياب العدالة التنظيمية في الاغتراب الوظيفي

Dissertant

Mirkihi, Janet Sulayman Sulaqah

Thesis advisor

al-Nuaymi, Muhammad

Comitee Members

al-Adwan, Yasir
al-Salihi, Nidal Amin

University

Middle East University

Faculty

Faculty of Business

Department

Department of Business Administration

University Country

Jordan

Degree

Master

Degree Date

2015

English Abstract

The aim of this study is to investigate the impact of perception of organizational injustice on work alienation and to explore the direct and indirect effects of different dimensions of organizational justice on work alienation (Dependent variable), and also, on employees’ expectations of workplace and supervisors’ fairness acted as a Mediator variable of the study.

Two Independent variables of organizational justice were considered (procedural and distributive justice).

Four dimensions’ of procedural justice were included (Consistency, Bias Suppression, Accuracy, and Correctability).

And three dimensions’ of distributive justice were included (Equity, Equality, and Need).

The study was conducted at International Schools in Amman, questionnaire was handed out to a sample size (162) administrators’ employees from different positions.

descriptive statistics; airthmatic means and standard deviations, Cronbach’s Alpha test, simple and stepwise multiple regression analysis, structural path analysis, and one way ANOVA was used.

The findings revealed that the perception of the two dimensions of procedural justice (bias and accuracy) have a significant direct impact on work alienation also, the perception of the two dimensions of distributive justice (equality and need) showed a significant direct impact on work alienation, concurrently both procedural and distributive justice showed an indirect impact on work alienation through the mediator variable (employees’ expectations of workplace and supervisors fairness).

Also, the results showed that three of the procedural justice (Consistency, Bias, and Accuracy) have a significant direct impact on the Mediator variable as well as, the variables (Need and Equity) the two dimensions of distributive justice showed a significant direct impact on the mediator variable.

Furthermore; the result of the Mediator variable has revealed a significant direct impact on work alienation variables.

In conclusion, the results of this study indicated that organizations with low levels of organizational justice have alienated employees’ and each of the dimensions of organizational justice will effect employees’ expectations, behaviors and attitudes toward fairness which in turn lead to alienation.

Therefore; it is recommended that organizations should increase its attention to their workforce by maintaining a high quality fair policies and practices by improving person-fit job, developing high quality relationships and promoting for better communication and fair work climate among individuals.

Main Subjects

Business Administration
Educational Sciences
Psychology

Topics

• Management
• Personnel management
• Social alienation
• International schools
• Jordan
• Amman
• Organizational justice

No. of Pages

140

Table of Contents

• APA
• MLA
• AMA

Language

English

Data Type

Arab Theses

Record ID

BIM-697480