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How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model

Author

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  • Alessio Gori

    (Department of Health Sciences, University of Florence, Via di San Salvi, 12, Complesso di San Salvi, Padiglione 26, 50135 Firenze FI, Italy)

  • Eleonora Topino

    (Department of Human Sciences, LUMSA University of Rome, Via della Traspontina 21, 00193 Rome, Italy)

  • Letizia Palazzeschi

    (Department of Education, Languages, Intercultures, Literatures and Psychology (Psychology Section), University of Florence, 50135 Firenze FI, Italy)

  • Annamaria Di Fabio

    (Department of Education, Languages, Intercultures, Literatures and Psychology (Psychology Section), University of Florence, 50135 Firenze FI, Italy)

Abstract

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.

Suggested Citation

  • Alessio Gori & Eleonora Topino & Letizia Palazzeschi & Annamaria Di Fabio, 2020. "How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model," Sustainability, MDPI, vol. 12(19), pages 1-12, September.
    • Handle: RePEc:gam:jsusta:v:12:y:2020:i:19:p:7902-:d:418481
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    References listed on IDEAS

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    Cited by:

    1. Alessio Gori & Eleonora Topino & Andrea Svicher & Annamaria Di Fabio, 2022. "Towards Meaning in Life: A Path Analysis Exploring the Mediation of Career Adaptability in the Associations of Self-Esteem with Presence of Meaning and Search for Meaning," IJERPH, MDPI, vol. 19(19), pages 1-12, September.
    2. Woo Jin Lee & Inho Hwang, 2021. "Sustainable Information Security Behavior Management: An Empirical Approach for the Causes of Employees’ Voice Behavior," Sustainability, MDPI, vol. 13(11), pages 1-23, May.
    3. Danica Bakotić & Ivana Bulog, 2021. "Organizational Justice and Leadership Behavior Orientation as Predictors of Employees Job Satisfaction: Evidence from Croatia," Sustainability, MDPI, vol. 13(19), pages 1-16, September.

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