The Effects of Organizational Justice in Job Transfer on Work Attitudes after Transfer
|Keywords:||工作異動;組織正義;信任;工作態度;Job Transfer;Organizational Justice;Trust;Work Attitude|
Abstract The main purpose of this study was to examine the interaction effects of organizational justice in job transfer and employees' trust in their organizations on their work attitudes after job transfer. We treated the trust as a contextual factor that moderated the effects of justice on work attitudes. We collected data from 279 subjects from companies in three industries. The results from statistical analysis concluded that: 1. Distributive justice has a positive effect greater than that of procedural justice on employees' work attitudes after the employees being transferred to another job. 2. The employees' trust in their organizations and supervisors has a greater positive effect on work attitudes than their trust in their colleagues. 3. The justice and the trust have a significant interaction effect on work attitudes. We discussed the causes of these results and their implications to literature and managerial practice. In addition, we also provided suggestions to future research at the end of this thesis.
|Appears in Collections:||Thesis|