Analysis of the Influence of Organizational Justice on Job Satisfaction with Organizational Trust as a Mediating Variable for Employees of Construction Companies
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Published:
Sep 30, 2024
Keywords:
Job Satisfaction, Organizational Justice, Organizational Trust
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Articles
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Abstract
This study aims to analyze the effect of organizational justice on employee job satisfaction, with organizational trust as a mediating variable. The results show that organizational justice has a significant direct effect on employee job satisfaction and organizational trust. Organizational trust was also found to have a significant direct effect on employee job satisfaction. However, the indirect effect of organizational justice on job satisfaction through organizational trust is not significant. These findings indicate that organizational justice plays an important role in enhancing employee job satisfaction, but organizational trust does not mediate this relationship. The practical implication of this research is the need for organizations to pay attention to the aspect of justice in decision-making processes, reward distribution, and interpersonal interactions to improve employee job satisfaction .
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How to Cite
Siregar, D. R. B., & Nasution, Z. (2024). Analysis of the Influence of Organizational Justice on Job Satisfaction with Organizational Trust as a Mediating Variable for Employees of Construction Companies . Indonesia Auditing Research Journal, 13(3), 183–191. Retrieved from https://journals.iarn.or.id/index.php/ARJ/article/view/301
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Skerlavaj, M., Cerne, M., & Batistič, S. (2023). Pengetahuan yang tersembunyi dalam organisasi: Meta- analisis 10 Tahun Kemudian. International Journal of Technology, 47(1), 100950. https://doi.org/10.1016/j.tranpol.2019.01.002%0Ahttps://doi.org/10.1016/j.cstp.2023.100950%0Ahttps://doi.org/10.1016/j.geoforum.2021.04.007%0Ahttps://doi.org/10.1016/j.trd.2021.102816%0Ahttps://doi.org/10.1016/j.tra.2020.03.015%0Ahttps://doi.org/10.1016/j.eastsj.20
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta. (p. 2017). Alfabeta.
Tan, H. H., & Tan, C. S. (2000). Toward the differentiation of trust in supervisor and trust in organization. Journal of Genetic Psychology, 161(2), 216–234. https://doi.org/10.1080/00221320009596707
Tumwesigye, G. (2010). The relationship between perceived organisational support and turnover intentions in a developing country: The mediating role of organisational commitment. 4, 9000271. https://doi.org/10.5897/AJBM.9000271
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: a meta- analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 123(10), 2176–2181. https://doi.org/10.22437/jmk.v12i01.16877
Colquitt, J. A., Lepine, J. A., Wesson, M. J., & Zellmer-Bruhn, M. (2021). (2021). Organizational behavior: Improving performance and commitment in the workplace. 2021.
Dirks, K. T., & Ferrin, D. L. (2002). (2002). Trust in leadership meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87, 2002.
Ghozali, I. (2014). Structural Equation Modeling: Metode Alternatif dengan Partial Least Square (PLS)”. Edisi 2. Badan Penerbit Universitas Diponegoro. 2014.
Greenberg, J. (2022). The psychology of fairness in the workplaceם. Springer Nature., 8.5.2017, 2003–2005. www.aging-us.com
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). (2019). When to use and how to report the results of PLS-SEM. European Business Review, 8(5), 55.
Li, A. N., & Tangirala, S. (2022). How employees’ voice helps teams remain resilient in the face of exogenous change. Journal of Applied Psychology , 107 (4), 668., 107, 2022.
Manihuruk, F. E. (2023). Analisis Pengaruh Keadilan Organisasi, Kepuasan Kerja Dan Komitmen Organisasi Terhadap Kinerja Karyawan Bpjs Ketenagakerjaan Kota Jambi. Jurnal Manajemen Terapan Dan Keuangan (Mankeu) Vol., 12(01), 115–128. https://doi.org/10.22437/jmk.v12i01.16877
Musannip, Z., Siregar, E., Syahputra, R., & Lam, S. (2020). Pengaruh Keadilan Organisasional terhadap Komitmen Organisasi : Peran Mediasi Kepuasan Kerja. 4(2), 82–92.
Putra, T. R., & Sudibya, I. G. A. (2018). Pengaruh Keadilan Organisasi, Budaya Organisasi Dan Kepuasan Kerja Terhadap Komitmen Organisasional. E-Jurnal Manajemen Universitas Udayana, 8(1), 469. https://doi.org/10.24843/ejmunud.2019.v08.i01.p17
Rato, K. W. (2020). Pengaruh Keadilan Organisasi Terhadap Komitmen Organisasi Dengan Kepuasan Kerja Sebagai Variabel Mediasi. Efisiensi - Kajian Ilmu Administrasi, 17(2), 171–186. https://doi.org/10.21831/efisiensi.v17i2.31233
Searle, R., Nienaber, A. M., & Weibel, A. (2021). (2021). The role of organizational trust in employee engagement, performance, and counterproductive work behavior. Fisheries Research, 140(1), 6.
Skerlavaj, M., Cerne, M., & Batistič, S. (2023). Pengetahuan yang tersembunyi dalam organisasi: Meta- analisis 10 Tahun Kemudian. International Journal of Technology, 47(1), 100950. https://doi.org/10.1016/j.tranpol.2019.01.002%0Ahttps://doi.org/10.1016/j.cstp.2023.100950%0Ahttps://doi.org/10.1016/j.geoforum.2021.04.007%0Ahttps://doi.org/10.1016/j.trd.2021.102816%0Ahttps://doi.org/10.1016/j.tra.2020.03.015%0Ahttps://doi.org/10.1016/j.eastsj.20
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta. (p. 2017). Alfabeta.
Tan, H. H., & Tan, C. S. (2000). Toward the differentiation of trust in supervisor and trust in organization. Journal of Genetic Psychology, 161(2), 216–234. https://doi.org/10.1080/00221320009596707
Tumwesigye, G. (2010). The relationship between perceived organisational support and turnover intentions in a developing country: The mediating role of organisational commitment. 4, 9000271. https://doi.org/10.5897/AJBM.9000271
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