{"title":"组织公正与工作满意度:元分析","authors":"Laily Rahmah","doi":"10.5220/0009447402540261","DOIUrl":null,"url":null,"abstract":": Previous studies have shown that organizational justice can affect job satisfaction. Nevertheless, the correlation between organizational justice and job satisfaction showed varying results. The meta-analysis approach that used in current study aims to see consistency of the correlation between procedural justice, distributive justice and interactional justice and job satisfaction. Journals used in this meta-analysis were 17 journals that includes 20 studies with 4606 subjects. The results of meta-analysis showed that procedural justice, distributive justice and interactional justice positively correlated with job satisfaction. Procedural justice, distributive justice and interactional justice had positive correlations were moderate {r1= 0,449; r2= 0,406 ;r3= 0,388) refers to a 95 % confidence interval, limits of acceptance are between 0,010<r1<0,888; 0,016<r2<0,829 ; -0,079<r3<0,856. So that the correlation coefficient of 0,449; 0,406 and 0,388 are within in the limits of acceptance. That is a significant positive correlation between each of organizational justice aspects (procedural justice, distributive justice, interactional justice) and job satisfaction are acceptable. Finally, all of organizational justice aspects can act as predictor of job satisfaction. a limited number of studies is the weaknesses of the study because of the precision of a meta-analysis depends on the total sample used.","PeriodicalId":284737,"journal":{"name":"Proceedings of the 1st International Conference on Psychology","volume":"1 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Organizational Justice and Work Satisfaction: Meta Analysis\",\"authors\":\"Laily Rahmah\",\"doi\":\"10.5220/0009447402540261\",\"DOIUrl\":null,\"url\":null,\"abstract\":\": Previous studies have shown that organizational justice can affect job satisfaction. Nevertheless, the correlation between organizational justice and job satisfaction showed varying results. The meta-analysis approach that used in current study aims to see consistency of the correlation between procedural justice, distributive justice and interactional justice and job satisfaction. Journals used in this meta-analysis were 17 journals that includes 20 studies with 4606 subjects. The results of meta-analysis showed that procedural justice, distributive justice and interactional justice positively correlated with job satisfaction. Procedural justice, distributive justice and interactional justice had positive correlations were moderate {r1= 0,449; r2= 0,406 ;r3= 0,388) refers to a 95 % confidence interval, limits of acceptance are between 0,010<r1<0,888; 0,016<r2<0,829 ; -0,079<r3<0,856. So that the correlation coefficient of 0,449; 0,406 and 0,388 are within in the limits of acceptance. That is a significant positive correlation between each of organizational justice aspects (procedural justice, distributive justice, interactional justice) and job satisfaction are acceptable. Finally, all of organizational justice aspects can act as predictor of job satisfaction. a limited number of studies is the weaknesses of the study because of the precision of a meta-analysis depends on the total sample used.\",\"PeriodicalId\":284737,\"journal\":{\"name\":\"Proceedings of the 1st International Conference on Psychology\",\"volume\":\"1 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"1900-01-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Proceedings of the 1st International Conference on Psychology\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.5220/0009447402540261\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Proceedings of the 1st International Conference on Psychology","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.5220/0009447402540261","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Organizational Justice and Work Satisfaction: Meta Analysis
: Previous studies have shown that organizational justice can affect job satisfaction. Nevertheless, the correlation between organizational justice and job satisfaction showed varying results. The meta-analysis approach that used in current study aims to see consistency of the correlation between procedural justice, distributive justice and interactional justice and job satisfaction. Journals used in this meta-analysis were 17 journals that includes 20 studies with 4606 subjects. The results of meta-analysis showed that procedural justice, distributive justice and interactional justice positively correlated with job satisfaction. Procedural justice, distributive justice and interactional justice had positive correlations were moderate {r1= 0,449; r2= 0,406 ;r3= 0,388) refers to a 95 % confidence interval, limits of acceptance are between 0,010
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