The Effect of Perceived Injustice on Peak Experience: Evidence from two Independent, Quasi-Experimental Study

Document Type : علمی - پژوهشی

Authors

Islamic Azad University, Isfahan Branch

Abstract

This study aimed to determine the effect of perceived injustice on peak experience. Research method was quasi-experimental and research statistical population was the employees of two industrial companies in Isfahan city, among them two groups of seventy-two (first set) and fifty-six (the second set) persons were selected based on demographic characteristics matched and then were randomly assigned to two groups, justice and injustice. The research instruments consisted of two scenarios for the manipulation of justice and injustice, and the peak experience questionnaire (Bakker, 2008). Data were analyzed using independent sample t test (to determine the effect of the applied manipulation) and multivariate analysis of variances (MANOVA). Results of independent sample t test revealed that two scenarios manipulation of justice and injustice have significant impact on the perception of justice and injustice. The results of multivariate analysis of variances in two studies (In the first study in immersion and absorption there was no significant difference between the two groups) revealed that there is a significant difference between justice and injustice groups in absorption, enjoyment, and intrinsic motivation along with total of peak experience (p

Keywords

References

  1. گل‌کاری، طاهره.، قمرانی، امیر.، صالحی‌، هاجر.، و عرب، حمیدرضا. (۱۳۹۲). رابطه شیفتگی مرتبط با کار و رضایت شغلی درکارکنان یک شرکت صنعتی نظامی. مجله طب نظامی، ۱۵(۲)، ۱۴۸-۱۴۳.
  2. صالحی‌، هاجر.، قمرانی، امیر.، عرب، حمیدرضا.، و‌ گل‌کاری، طاهره. (۱۳۹۲). بررسی کارایی جهت‌گیری مذهبی در پیش بینی تجربه شیفتگی دانشجویان تربیت بدنی با توجه به متغیرهای جمعیت‌شناختی. دوفصلنامه پژوهش در مدیریت ورزشی و رفتار حرکتی، ۳(۵)، ۵۹-۴۷.
  3. Abuhamdeh, S., Nakamura, J., & Csikszentmihalyi, M. (۲۰۰۵). Flow. In A. J. Elliot & C. S. Dweck (Eds.), Handbook of competence and motivation (pp. ۵۹۸–۶۰۸). New York: Guilford Publications.
  4. Agarwal, U. P. (۲۰۱۴). Linking justice, trust and innovative work behavior to work engagement. Personnel Review, ۴۳(۱), ۷۱-۷۳.
  5. Alvi, A. K., & Abbasi, A. S. (۲۰۱۲). Impact of organizational justice on employee engagement in banking sector of Pakistan. Middle-East Journal of Scientific Research, ۱۲-(۵), ۶۴۳-۶۴۹.
  6. Atzmüller, C., & Steiner, P. M. (۲۰۱۰). Experimental vignette studies in survey research. Methodology, ۶(۳), ۱۲۸–۱۳۸.
  7. Aykan, E., & Sönmez, E. (۲۰۱۴). Mediating role of perceived organizational justice between internal marketing practices and employee task and contextual performance: A shopping center implication. International Journal of Managerial Studies and Research, ۲(۷), ۱-۱۵.
  8. Bakker, A.B. (۲۰۰۵). Flow among music teachers and their students: The crossover of peak experiences. Journal of Vocational Behavior, ۶۶(۱), ۲۶-۴۴.
  9. Bakker, A.B. (۲۰۰۸). The Work-Related Flow Inventory: Construction and initial validation of the WOLF. Journal of Vocational Behavior, ۷۲(۳), ۴۰۰-۴۱۴.
  10. Bringsen, A., Ejlertsson, G., & Andersson, I. H. (۲۰۱۱). Flow situations during ever day practice in a medical hospital ward: Results from a study based on experience sampling method. BMC Nursing, ۱۰(۳), ۱-۹.
  11. Chipunza, C., & Samuel, M. O. (۲۰۱۲). Effect of role clarity and work overload on perceptions of justice and job insecurity after downsizing. Journal of Social Science, ۳۲(۳), ۲۴۳-۲۵۳ .
  12. Choudhry, N., Philip, P.J., & Kumar, R. (۲۰۱۱). Impact of organizational justice on organizational effectiveness. Industrial Engineering Letters, ۱(۳), ۱۸-۲۴.
  13. Chu, L. C., & Lee, C. L. (۲۰۱۲). Exploring the impact of flow experience on job performance. The Journal of Global Business Management, ۸(۲), ۱۵۰-۱۵۸.
  14. Cohen- Charash, Y., & Spector , P.E.(۲۰۰۱).The role of justice in organizations : A meta analysis‌. Organizational Behavior and Human Decision Processes, ۸۶‌(۲), ۲۷۸-۳۲۱.
  15. Colquitt, J. A., Conlon, D. E., Wesson, W. J., Porter, C. O. L. H., & Ng, K. Y. (۲۰۰۱). Justice at the millennium: A meta-analytic review of ۲۵ years of organizational justice research. Journal of Applied Psychology, ۸۶(۳), ۴۲۵-۴۴۵.
  16. Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (۲۰۱۳). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, ۹۸(۲), ۱۹۹-۲۳۶.
  17. Colombo, L., & Zito, M. (۲۰۱۴). Demands, resources and the three dimensions of flow at work. A study among professional nurses. Open Journal of Nursing, ۴(۴), ۲۵۵-۲۶۴.
  18. Colombo, L., Zito, M., & Cortese, C.G. (۲۰۱۳). The Italian version of the work-related flow inventory (WOLF): First psychometric evaluations. Bollettino di Psicologia Applicata, ۶۱(۲۶۸), ۳۷-۴۲.
  19. Csikszentmihalyi, M. (۱۹۹۰). Flow: The psychology of optimal experience. New York: Harper Perennial.
  20. Csikszentmihalyi, M. (۱۹۹۷). Finding flow: The psychology of engagement with everyday life. New York: Basic Books.
  21. Debus, M. E., Sonnentag, S., Deutsch, W., & Nussbeck, F. W. (۲۰۱۴). Making flow happen: The effects of being recovered on work-related flow between and within days. Journal of Applied Psychology, ۹۹(۴), ۷۱۳-۷۲۲.
  22. Deng, G. (۲۰۱۲). An empirical study of organizational justice, organizational citizenship behavior and service fairness. Technology for Education and Learning, ۱۳۶(۲۰۱۲), ۲۷-۳۴.
  23. Engeser, S., & Rheinberg, F. (۲۰۰۸). Flow, performance and moderators of challenge-skill balance. Motivation and Emotion, ۳۲(۳), ۱۵۸-۱۷۲.
  24. Fagerlind, A. C., Gustavsson, M., Johansson, G., & Ekberg, K. (۲۰۱۳). Experience of work-related flow: Does high decision latitude enhance benefits gained from job resources? Journal of Vocational Behavior, ۸۳(۲), ۱۶۱-۱۷۰.
  25. Javed, Z., & Tariq, S. (۲۰۱۴). Perceived organizational justice, perceived organizational support, and employee engagement in rescue ۱۱۲۲ employees. Journal of Contemporary Management Sciences, ۲(۳), ۹۷-۱۱۱.
  26. Karkoulian, S. (۲۰۱۵). The reign of leadership & power in just organizations. Contemporary Management Research, ۱۱(۲), ۱۵۳-۱۷۸.
  27. Kasa, M., & Hassan, Z. (۲۰۱۳). Antecedent and consequences of flow: Lessons for developing human resources. The ۹th International Conference on Cognitive Science. Procedia- Social and Behavioral Sciences, ۹۷‌(‌۲۰۱۳‌), ۲۰۹- ۲۱۳.
  28. Kehr, H. M. (۲۰۰۴). Integrating implicit motives, explicit motives, and perceived abilities: The compensatory model of work motivation and volition. Academy of Management Review, ۲۹(۳), ۴۷۹-۴۹۹.
  29. Khan, K., Abbas, M., Gul, A., & Raja, U. (۲۰۱۵). Organizational justice and job outcomes: Moderating role of Islamic work ethic. Journal of Business Ethic, ۱۲۶(۲), ۲۳۵-۲۴۶.
  30. Li, A., & Cropanzano, R. (۲۰۰۹). Do East Asians respond more/less strongly to organizational justice than North Americans? A meta-analysis. Journal of Management Studies, ۴۶(۵), ۷۸۷-۸۰۵.
  31. Mäkikangas, A., Bakker, A.B., Aunola, K., & Demerouti, E. (۲۰۱۰). Job resources and flow at work: Modeling the relationship via latent growth curve and mixture model methodology. Journal of Occupational and Organizational Psychology, ۸۳(۳), ۷۹۵-۸۱۴.
  32. May, D. R., Gilson, R. L., & Harter, L. M. (۲۰۰۴). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational & Organizational Psychology, ۷۷(۱), ۱۱-۳۷.
  33. Ram, P., & Prabhakar, G. V. (۲۰۱۱). The role of employee engagement in work-related outcomes. Interdisciplinary Journal of Research in Business, ۱(۳), ۴۷-۶۱.
  34. Rich, B.L., Lepine, J.A., & Crawford, E. R. (۲۰۱۰). Job engagement: antecedents and effects on job performance. Academy of Management Journal, ۵۳(۵), ۶۱۷-۶۳۵.
  35. Saks, A. M. (۲۰۰۶). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, ۲۱(۷), ۶۰۰-۶۱۹.
  36. Salanova, M., Bakker, A.B., & Llorens, S. (۲۰۰۶). Flow at work: Evidence for an upward spiral of personal and organizational resources. Journal of Happiness Studies, ۷(۱), ۱-۲۲.
  37. Shao, R., Rupp, D. E., Skarlicki, D. P., & Jones, K. S. (۲۰۱۳). Employee justice across cultures: A meta-analytic review. Journal of Management, ۳۹(۱), ۲۶۳–۳۰۱.
  38. Soltani, A., Roslan, S., Abdullah, M. C., & Jan, C. C. (۲۰۱۱). Facilitating flow experience in people with intellectual disability using a music intervention program. International Journal of Psychological Studies, ۳(۲), ۵۴-۶۳.
  39. Spreitzer, G. M., Lam, C. F., & Fritz, C. (۲۰۱۰). Engagement and human thriving: Complementary perspectives on energy and connections to work. Routledge, London.
  40. Stinglhamber, F., Cremer, D., & Mercken, L. (۲۰۰۶). Perceived support as a mediator of the relationship between justice and trust: A multiple foci approach. Group & Organization Management, ۳۱(۴), ۴۴۲-۴۶۸.
  41. Whitman, D.S., Caleo, S., Carpenter, N.C., Horner, M.T., & Bernerth, J.B. (۲۰۱۲). Fairness at the collective level: A meta-analytic examination of the consequences and boundary conditions of organizational justice climate. Journal of Applied Psychology, ۹۷(۴), ۷۷۶–۷۹۱.

Files

Share

How to cite

Statistics