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• W2737619494 abstract "IntroductionWork attitudes have been of much interest to organizational scholars and practitioners. This concern anchored largely on theoretical proposal and empirical confirmation that attitude, a relatively enduring organization of beliefs, feelings and behavioural tendencies towards socially significant objects, groups, events or symbols (Hogg & Vaughan, 2010) predicts behaviour In their theory of reasoned action, Ajzen and Fishbein (1977, 1980) proposed a positive relationship between attitude and bahaviour. The theory proposed that actions are best predicted by intentions, and that intentions are in turn determined by a person's attitude and his/her perception of social pressure. It is this theory that metamorphosed into the theory of planned behavior with additional element such as perceived behavioural control. Reinecke (2017) in a longitudinal study testing the theory of planned behavior with Latent Markov Models observed that attitude predicts behaviour. Similarly, Klene, Hopwood, Lule, and Manyenze (2013) reported a modest support of the theory of Planned Behaviour's ability to predict contraceptive-use-related behaviours among post-partum women in rural Uganda. Arnold, Silvester, Patterson, Robertson, Cooper, and Burnes (2005) noted that the lack of correspondence between attitudes and behaviour found in much research is partly due to poor research design, and partly to a neglect of cognitive processes concerning attitudes.Although organizational behaviour literature covered a number of work attitudes, but the present study is delimited to perceived organizational justice and perceived organizational support. Perceived organizational justice refers to an individual's perceptions of fairness within an organization (Greenberg, 1990). Organizational justice is widely discussed as a three dimension variable. Distributive justice refers to the degree to which the allocation of outcomes or rewards to organizational members is perceived as fair. Procedural justice refers to the degree to which the process (or procedure) by which ratings are assigned or rewards are distributed is perceived as fair. And interactional justice refers to the degree to which an employee feels respected by the employer (Landy & Conte, 2013). Interactional justice has two aspects - interpersonal justice refers to the extent to which managers behave decently, courteously, and with dignity toward subordinates, while informational justice refers to the extent to which managers inform subordinates and other colleagues about decision-making and resource distribution processes (Colquitt, Wesson, Porter, Conlon, & Ng, 2001). Perceived organizational support (POS) is the degree to which employees believe the organization values their contribution and cares about their well-being (Eisenberger, Huntington, Hutchison, & Sowa, 1986). POS construct has been largely considered from the perspective of a social exchange theory. Employees who received favorable support from their organizations usually reciprocated it by engaging in pro-organizational behavior. From the perspective of conservation of resources theory (Hobfoll, 2001), POS is believed to provide adequate resources necessary to deal with stress emanating from job conditions (Ghosh, 2016).In organizational behaviour literature, perceived organizational justice and perceived organizational supports are associated with a number of desirable organizational outcomes. For instance, perceived organizational justice and organizational support together explained seventy percent of the variance in teachers' organizational identifications (Demir, 2015). Safari, TamiziFar and Jannat (2012) reported that organizational justice and perceived organizational support have negative effects on job burnout. Koushazade and Azizabadi (2014) observed a positive influence of perceived organizational justice on perceived organizational identification, on job satisfaction, and on organizational support. …" @default.
• W2737619494 created "2017-07-31" @default.
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• W2737619494 date "2017-06-01" @default.
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• W2737619494 title "Effect of gender and marital status on perceived organizational justice and perceived organizational support" @default.
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