Date of Award

1-1-2010

Language

English

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

College/School/Department

Department of Public Administration and Policy

Content Description

1 online resource (x, 143 pages) : PDF file, illustrations (some color)

Dissertation/Thesis Chair

John Rohrbaugh

Committee Members

Sue Faerman, Ellen Rubin

Keywords

Group Engagement Model, Organizational Identification, Organizational Justice, Civil service, Organizational justice, Employee retention, Quality of work life, Employees

Subject Categories

Public Administration

Abstract

Although organizational justice is a critical issue for effectively managing employees in government agencies, it has been neglected in previous public management research. Further, the limited amount of research that has examined the consequences of organizational justice in government agencies did not clarify the underlying psychological process through which perceptions of organizational justice may influence public sector employees' work attitudes and behaviors. Specifically, previous research did not examine any indirect effect that employees' perceptions of organizational justice may have on their attitudes and behaviors in government agencies. To fill this gap, this dissertation examined the role of organizational identification as a mediator in the relationship between professional employees' perceptions of procedural and distributive justice and their job involvement and turnover intention.

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