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Abstract


EFFECTS OF THE PERCEPTION OF INSTITUTIONAL JUSTICE ON INSTITUTIONAL LOYALTY IN A STATE UNIVERISTY ADMINISTRATIVE WORKFORCE

This study has been conducted in order to understand the effects of the perception of institutional justice on institutional commitment in the workforce of a state university.

In this study Niehoff and Moorman’s (1993) twenty steps of Organizational Justice Scale has been used to determine the perception of justice of the workforce has been used. With this scale, it has been tried to determine the perceptions of distributive, operational and interactive justice of personnel. For measuring the level of organizational commitment, a three-dimensional scale measuring the emotional commitment, normative commitment and continuity commitment of Allen and Meyer's eighteen propositions has been used.

The data obtained has been analysed by using IBM SPSS Statistical 20 software. Identifying characteristics of participants in numbers and percentages have been used. Standard deviation in organizational justice and organisational commitment have been used. Simple and multiple regression technics have been used in order to test the hypothesis.

The research has found out that the organizational commitment is medium level; emotional commitment at the highest and normative commitment is the lowest level. Perception of organisational justice is medium; interactive justice is at the highest, distributional justice is at the lowest. The results of simple linear regression analysis of organisational justice to influence organisational commitment has been found plausible.



Keywords
Institutional Justice, Institutional Commitment, University, Administrative Workforce



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