How Perceived Organizational Obstruction Influences Job Satisfaction
The Roles of Interactional Justice and Organizational Identification
Bibliographic Data
| ID | 3678842 |
|---|---|
| Authors | Daimi Koçak (0000-0001-9099-2055, Erzincan Binali Yıldırım University, corresponding author), Gökhan Kerse (0000-0002-1565-9110, Karamanoğlu Mehmetbey University) |
| Year | 2022 |
| Volume | 12 |
| Issue | 1 |
| Publication date | 2022-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | SAGE Open (JOURNAL) |
| Journal identifiers | ISSN: 2158-2440 • E-ISSN: 2158-2440 |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/21582440221079933 |
| OpenAlex | W4221034679 |
| Language | EN |
| Citations received | 4 |
| References cited | 125 |
In this study, the concept of perceived organizational obstruction was discussed and the results of the perception of obstruction were determined with reference to social exchange theory perspective. In this context, we tested a moderated mediation model that examines organizational identification as the mediator and interactional justice as the moderator in the relationship between perceived organizational obstruction and job satisfaction. Research data were obtained through the survey technique from 293 employees of a hospital in Turkey. In the findings of the analysis, it was observed that organizational identification has a mediating effect on the relationship between perceived organizational obstruction and job satisfaction. In addition, it was determined that interactional justice has a moderator effect on the relationship between perceived organizational obstruction and organizational identification. Furthermore, results supported the moderated mediation model and showed that the indirect effect of perceived organizational obstruction on job satisfaction through organizational identification was stronger under low interactional justice than under high interactional justice. Theoretical and practical implications are discussed
Affective events theory · Interactional justice · Job attitude · Job performance · Job satisfaction · Mediation · Moderation · Organizational citizenship behavior · Organizational commitment · Organizational identification · Organizational justice · Perceived organizational support · Perception · Political science · Procedural justice · Social exchange theory · Customer Service Quality and Loyalty · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workaholism, burnout, and well-being
Job Satisfaction
Psychological and implied contracts in organizations
A General Model for Testing Mediation and Moderation Effects
Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior.
Identification in Organizations
Perceived organizational support and employee diligence, commitment, and innovation.
Transformational leadership and employee performance
Job and life satisfaction
Common Method Variance in Is Research
Relationship between organizational justice and organizational citizenship behaviors
Leader–member exchange and affective organizational commitment
Study design III
A meta‐analytic examination of the relationship between job satisfaction and subjective well‐being
Who Takes the most Revenge? Individual Differences in Negative Reciprocity Norm Endorsement
The Management of Organizational Justice
Organizational Justice
The Role of Justice in Organizations
Employee attitudes and job satisfaction
Methods for integrating moderation and mediation
Justice at the millennium
Testing Moderator and Mediator Effects in Counseling Psychology Research.
Accounting for common method variance in cross-sectional research designs.
On the dimensionality of organizational justice
Common method biases in behavioral research
Social Identity Theory and the Organization
Motivation through the design of work
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
Perceived organizational support
SPSS and SAS procedures for estimating indirect effects in simple mediation models
A comparison of methods to test mediation and other intervening variable effects.
How to increase affective organizational commitment among new French police officers. The role of trainers and organizational identification
Encyclopedia of Survey Research Methods
Addressing Moderated Mediation Hypotheses
The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers
Interactional Justice and Counterproductive Work Behaviors
Leader–Member Exchange, Sales Performance, Job Satisfaction, and Organizational Commitment Affect Turnover Intention
Gender stereotypes in the angel investment process
Understanding the Relative Importance of Positive and Negative Social Exchanges
Organizational identification versus organizational commitment
Perceived organizational obstruction
Job characteristics and employee well-being
Organizational identification
Interactional justice, leader-member exchange, and employee performance
A Tale of Two Theories
What people regard as unjust
Age, Education, Job Tenure, Salary, Job Characteristics, and Job Satisfaction
The moderator–mediator variable distinction in social psychological research
Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models
When moderation is mediated and mediation is moderated
Bad is Stronger than Good
Alumni and their alma mater
The Norm of Reciprocity
The Impact of Nurse Scheduling Management on Nurses' Job Satisfaction in Army Hospital
Factors Influencing Job Satisfaction in Hospitality Industry
Do Psychological Diversity Climate, HRM Practices, and Personality Traits (Big Five) Influence Multicultural Workforce Job Satisfaction and Performance? Current Scenario, Literature Gap, and Future Research Directions
Justice in Social Exchange
| Unique citing works | 4 |
|---|---|
| Citations per year | 1 |
| Citation span | 2022 - 2024 (3) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 3 |