Organizational Justice and Constructive Voice

• Autorzy: Krystyna Adamska , Agnieszka Łądka-Barańska

Warianty tytułu

Sprawiedliwość organizacyjna a zabieranie głosu w organizacji

• Języki publikacji: EN

Abstrakty

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)

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)

Słowa kluczowe

EN

Organizational justice; Distributive justice; Risk perception; Employee behaviours; Research results

PL

Sprawiedliwość organizacyjna; Sprawiedliwość dystrybutywna; Postrzeganie ryzyka; Zachowania pracownika; Wyniki badań

• Czasopismo: Zarządzanie Zasobami Ludzkimi
• Rocznik: 2020
• Numer: nr 3-4 (134-135)
• Strony: 97--112

Twórcy

autor

Krystyna Adamska

• University of Gdańsk

autor

Agnieszka Łądka-Barańska

• University of Gdańsk

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Identyfikatory

DOI

10.5604/01.3001.0014.1676