Perceived Organizational Justice, Perceived Organizational Support, and Employee Engagement in Rescue 1122 Employees
Abstract
This research paper is aimed at investi gati ng the relati onship between Perceived Organizational Justi ce (POJ), Perceived Organizati onal Support (POS), and Employee Engagement (EE)in Rescue 1122 employees. It was hypothesized that Perceived Organizati onal Support waslikely to mediate the relati onship between Perceived Organizati onal Justi ce and Employee Engagementin Rescue 1122 employees. A sample of 75 operati onal rescue workers was selectedfrom diff erent rescue 1122 stati ons, with an age range of 20-40 years. Both married and unmarriedemployees were selected. Organizati onal Justi ce Percepti on Questi onnaire (Niehoff &Moorman, 1993), Survey of Perceived Organizati onal Support (Eisenberger, et al., 1986) andEmployee Engagement Scale (Saks, 2006) were used to measure Perceived Organizati onalJusti ce (POJ) Perceived Organizati onal Support (POS), and Employee Engagement, respecti vely.Correlati on analysis, path analysis using AMOS, independent samples t-test, and ANOVAwere carried out to analyze the data. Results revealed that there was a signifi cant relati onshipbetween Organizati onal Justi ce (POJ), Perceived Organizati onal Support (POS), and Employee Engagement. Moreover, Perceived Organizati onal Support parti ally mediated the relati onshipbetween Perceived Organizati onal Justi ce and Employee Engagement in Rescue 1122 employees.Comparisons were also made on the basis of demographic variables. Implicati ons alongwith limitati ons and suggesti ons are being discussed in the light of Western and Indigenous research.References
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[Online]
Available at: htt p://www.eurofound.europa.eu/observatories/eurwork/arti cles/other/lack-of-fairness-and-reward-
for-eff orts-can-lead-to-burnout-and-poor-job-sati sfacti on
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