Organizational Justice and Organizational Pride to Achieve Job Satisfaction and Job Performance

Rahmi Widyanti · Gusti Irhamni · Silvia Ratna · Basuki Basuki

19 citations0/0 files storedJournal of Southwest Jiaotong University

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Employee Performance and Management Job Satisfaction and Organizational Behavior Employee Performance and Motivation

Abstract

Recent literature discusses two aspects that improve HR performance, namely organizational justice and organizational pride. Employees who are treated fairly and have pride in the company will exhibit increased job satisfaction and job performance in private universities in the Kalimantan and West Java Region, Indonesia. This study analyzes the relationship between organizational justice and organizational pride on job satisfaction and job performance among employees of private universities in Indonesia. This study uses a quantitative approach through administering a questionnaire to 200 respondents. The replies are then analyzed by Structural Equation Model method. The results show that organizational justice and organizational pride can positively and significantly influence job satisfaction and job performance.

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References

1976The nature and causes of job satisfaction 1997Job Satisfaction: Application, Assessment, Causes, and Consequences 1999A Handbook of Human Resource Management Practice 2012Corporate Governance and Corporate Social Responsibility Disclosures: Evidence from an Emerging Economy 2011JOB SATISFACTION, A LITERATURE REVIEW 2001Islamic work ethic – A moderator between organizational commitment and job satisfaction in a cross‐cultural context 2014Job crafting and job performance: A longitudinal study 2007Emerging Insights Into the Nature and Function of Pride

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2023Procedural justice, relative deprivation, and intra-team knowledge sharing: The moderating role of group identification 2023Organizational Justice, Work Discipline, and Employee Performance: A Literature Review

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