Job involvement in Iranian Custom Affairs Organization: the Role of Organizational Justice and Job Characteristics
Job Involvement (JI) is defined as employee’s psychological identification with current job. Some researchers argue that JI is explained only by intrinsic variables. In contrast, others use organizational variables as drivers of JI. The purpose of Current research is to explain JI using simultaneously two important but ignored organizational drivers, as organizational justice (OJ) and job characteristics (JC). OJ is conceptualized by three dimensions as distributive, procedural, and interactional justice. Also, JC model is divided, as Henchman and Oldham (1976) suggested, into five dimensions as task variety, task identity, task significance, job autonomy, and feedback. The question is: do OJ and JC dimensions can explain and predict variance of JI?
By selecting systematically random 140 employees from Iranian custom affairs organization (ICAO), standard questionnaire is sent in order to fill it based on self-report. Structural equation modeling approach results show that distributive and procedural justices, task variety task identity, autonomy, and feedback have significantly positive impacts on JI, but interactional justice and task significance do not. Some practical and theoretical suggestions and recommendations are presented at the end of report.
Key words: job involvement, organizational justice, job characteristics, ICAO.
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