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2020 | nr 3-4 (134-135) | 97--112
Tytuł artykułu

Organizational Justice and Constructive Voice

Warianty tytułu
Sprawiedliwość organizacyjna a zabieranie głosu w organizacji
Języki publikacji
EN
Abstrakty
Działania organizacji na rzecz sprawiedliwego traktowania pracowników prowadzą do szeregu pozytywnych konsekwencji. Należy do nich konstruktywne zabieranie głosu, rozumiane jako przejaw proaktywnych zachowań pracowników, wzmacniających zdolność organizacji do korygowania i zapobiegania błędom kosztownym finansowo i społecznie. Brak poczucia sprawiedliwego traktowania może prowadzić do przekonania, że zabieranie głosu jest zachowaniem ryzykownym. Te dwa aspekty zjawiska głosu w organizacji: zachowania i przekonania są przedmiotem przedstawionego w artykule badania. Przyjęto założenie, że w przewidywaniu ich wystąpienia odgrywają rolę odmienne rodzaje sprawiedliwości organizacyjnej. Uzyskane wyniki badań przeprowadzonych wśród 333 pracowników różnych organizacji pozwoliły na stwierdzenie, że im wyższa sprawiedliwość interpersonalna i informacyjna, tym większa skłonność do konstruktywnego zabierania głosu, a im wyższa sprawiedliwość proceduralna i interpersonalna, tym słabsze przekonanie o ryzyku zabierania głosu. (abstrakt oryginalny)
EN
An organization's efforts to treat its employees fairly lead to a number of positive consequences, among which is the constructive voice of the employees. This is a proactive behavior. It strengthens the organization's ability to correct and prevent financially and socially costly mistakes. A lack of fair treatment can lead to the belief that speaking out is risky. Two aspects of voice in the organization-behaviors and beliefs-are the subject of the study presented in the article. The basic assumption is that they are predicted by the different kinds of organizational justice. A total of 333 employees from various organizations participated in the study. Study results confirmed the hypothesis that there is a correlation between organizational justice and both aspects of voice in the organization. Informational and interpersonal justice foster constructive voice behaviors, while procedural and interpersonal justice reduce the belief that speaking up is risky. (original abstract)
Rocznik
Strony
97--112
Opis fizyczny
Twórcy
  • University of Gdańsk
  • University of Gdańsk
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Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000171601673

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