Abstract
In twee studies is de relatie onderzocht van waargenomen rechtvaardigheid op het werk met emotionele uitputting en bevlogenheid. In het bijzonder is gekeken welke rol affectieve betrokkenheid hierbij speelt. Volgens het group engagement-model van Tyler en Blader (2003) zal procedurele rechtvaardigheid tot positief gedrag en attitudes leiden omdat het de betrokkenheid bij de organisatie verhoogt, wat inhoudt dat affectieve betrokkenheid het effect van procedurele rechtvaardigheid op bevlogenheid medieert. Daarentegen suggereert het model van Glazer en Kruse (2008) dat een sterke betrokkenheid bij de organisatie het effect van stressoren, zoals ervaren onrechtvaardigheid, op emotionele uitputting en bevlogenheid zal dempen, hetgeen een moderatie-effect impliceert. Deze twee modellen werden onderzocht in twee steekproeven bij de politie waarbij de variabelen op verschillende manieren werden geoperationaliseerd. In beide studies werd bevestiging gevonden voor de mediërende rol van betrokkenheid in de relatie van rechtvaardigheid met uitputting en bevlogenheid. Een modererend effect kon niet worden aangetoond. In de discussie worden de implicaties en beperkingen van het onderzoek besproken.
In two studies the relationship between perceived organizational justice with emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organisation in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behaviour and attitudes because it increases commitment to the organisation, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organisation can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working for the police. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and limitations of the study are discussed.
In two studies the relationship between perceived organizational justice with emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organisation in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behaviour and attitudes because it increases commitment to the organisation, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organisation can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working for the police. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and limitations of the study are discussed.
Translated title of the contribution | From justice to exhaustion and engagement: The role of affective commitment to the organization |
---|---|
Original language | Dutch |
Pages (from-to) | 138-157 |
Number of pages | 20 |
Journal | Gedrag & Organisatie |
Volume | 25 |
Issue number | 2 |
DOIs | |
Publication status | Published - Jun 2012 |
Keywords
- Rechtvaardigheid
- Bevlogenheid
- Burnout
- Betrokkenheid
- Justice
- Affective commitment
- work engagement
- exhaustion
- stress
- police