Abstract

The present research aimed to examine the mediating role of organizational trust between perceived organizational justice (i.e., distributive justice, procedural justice, and interactional justice) and employee engagement (i.e., job engagement and organizational engagement). The data was collected from 251 employees of different organizations who filled in standardized measures of perceived organizational justice, organizational trust, and employee engagement. Using AMOS 26, path analysis was conducted to see the mediational role of organizational trust between organizational justice and employee engagement. The analyses indicated significant indirect effects of all three dimensions of organizational justice on job engagement as well as on organizational engagement through organizational trust. However, the strength of the indirect paths of all three dimensions of organizational justice for job engagement was relatively weak. These findings supported the expected mediational role of organizational trust between organizational justice and employee engagement. The findings implicate that justice-based dealings of organizations with their employees can build up their trust in the organizations which may improve their job engagement and organizational engagement.

摘要

本研究旨在检验组织信任在感知组织正义（即分配正义、程序正义和互动正义）和员工敬业度（即工作敬业度和组织敬业度）之间的中介作用。这些数据是从不同组织的 251 名员工中收集的，他们填写了感知组织正义、组织信任和员工敬业度的标准化衡量标准。使用 AMOS 26，进行路径分析以了解组织信任在组织公正和员工敬业度之间的中介作用。分析表明，组织正义的所有三个维度都对工作敬业度以及通过组织信任对组织敬业度产生显着的间接影响。然而，工作投入的组织正义的所有三个维度的间接路径的强度都相对较弱。这些发现支持了组织信任在组织公正和员工敬业度之间的预期中介作用。研究结果表明，组织与其员工的基于正义的交易可以建立他们对组织的信任，这可能会提高他们的工作敬业度和组织敬业度。