How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model
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Department of Health Sciences, University of Florence, Via di San Salvi, 12, Complesso di San Salvi, Padiglione 26, 50135 Firenze FI, Italy
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Department of Human Sciences, LUMSA University of Rome, Via della Traspontina 21, 00193 Rome, Italy
3
Department of Education, Languages, Intercultures, Literatures and Psychology (Psychology Section), University of Florence, 50135 Firenze FI, Italy
*
Author to whom correspondence should be addressed.
Sustainability 2020, 12(19), 7902; https://doi.org/10.3390/su12197902
Received: 7 September 2020 / Revised: 20 September 2020 / Accepted: 22 September 2020 / Published: 24 September 2020
(This article belongs to the Special Issue Wellbeing in Education, Career, and Work: Current Contributions from Emotional Intelligence and other Non-Cognitive Constructs to the Psychology of Sustainability)
The maintenance of workers’ job satisfaction plays a central role among strategies supporting human capital, as it seems to be an important protective variable determining employees’ well-being and individual and organizational performances. Thus, the aim of the present research was to analyze the contribution of different dispositional and organizational variables that could affect individual job satisfaction, particularly focusing on the direct and indirect effects of acceptance of change with the mediation of organizational justice and its subdimensions. A total of 179 Italian workers (41% men, 59% women; mean age = 47 years old; SD = 10.87) completed the Acceptance of Change Scale, Job Satisfaction Scale and Organizational Justice Scale. Results showed a significant influence of acceptance of change on job satisfaction, also highlighting a partial mediation effect of organizational justice. Furthermore, when the latter was explored in depth by considering its subdimensions (procedural, distributive, informational, interpersonal justice) as mediators, a significant chained total-mediation model emerged. Such findings can provide useful indications for research and intervention to favor workers’ job satisfaction in several job contexts.
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Keywords:
chained mediation; job satisfaction; acceptance of change; organizational justice; procedural justice; distributive justice; informational justice; interpersonal justice
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MDPI and ACS Style
Gori, A.; Topino, E.; Palazzeschi, L.; Di Fabio, A. How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model. Sustainability 2020, 12, 7902. https://doi.org/10.3390/su12197902
AMA Style
Gori A, Topino E, Palazzeschi L, Di Fabio A. How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model. Sustainability. 2020; 12(19):7902. https://doi.org/10.3390/su12197902
Chicago/Turabian StyleGori, Alessio, Eleonora Topino, Letizia Palazzeschi, and Annamaria Di Fabio. 2020. "How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model" Sustainability 12, no. 19: 7902. https://doi.org/10.3390/su12197902
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