ORGANIZATIONAL JUSTICE, JOB CHARACTERISTICS, AND ORGANIZATIONAL CLIMATE AS PREDICTORS OF EMPLOYEE ENGAGEMENT IN THE PRIVATE SECTOR

Emilija Popović; Marija Savić; Jelena Davidović Rakić

doi:10.35120/sciencej0303027p

Authors

Emilija Popović University of Priština in Kosovska Mitrovica, Faculty of Philosophy, Department of Psychology, Serbia
Marija Savić Preschool facility “Dobrica”, Kragujevac, Serbia
Jelena Davidović Rakić University of Priština in Kosovska Mitrovica, Faculty of Philosophy, Department of Psychology, Serbia

DOI:

https://doi.org/10.35120/sciencej0303027p

Keywords:

work еngagement, organizational justice, job characteristics, organizational climate

Abstract

The main goal of this research was to examine the contribution of organizational justice, job characteristics, and organizational climate in predicting work engagement among employees in the private sector. The instruments used in this study were the Utrecht Work Engagement Scale (UWES-9), Organizational Justice Scale (OJS), Job Characteristics Questionnaire (JCQ), and Quality of Interpersonal Relationships in the Team Scale (QIRT-S). The sample consisted of 203 participants employed in the private sector of the Republic of Serbia, including 62 male and 141 female participants, with ages ranging from 20 to 64 years (M = 37.21; SD = 10.10). The main objective of the research was tested using hierarchical regression analysis, where in the first model the predictors were socio-demographic variables, in the second model the dimensions of organizational justice were added, in the third model the dimensions of job characteristics were added, and in the fourth model organizational climate was added. The results of this analysis showed that the final model was statistically significant (R2 = 0.383; F(18,184) = 6.33; p = 0.000), and that independent contributions to the prediction of work engagement were made by satisfaction with material rewards (β = 0.246), interpersonal justice (β = 0.251), informational justice (β = 0.269), cognitive job demands (β = 0.166), and organizational climate (β = 0.165). The findings reveal that satisfaction with material compensation significantly contributes to work engagement, with higher satisfaction linked to increased engagement. Cognitive job demands also play a crucial role, as more challenging tasks requiring higher cognitive resources lead to greater employee engagement. Perceived interactional justice, characterized by respectful treatment and timely, adequate communication from employers, is associated with higher work engagement. Additionally, a positive organizational climate is correlated with increased employee engagement. These results underscore the importance of material satisfaction, cognitive challenges, fair treatment, and a supportive work environment in enhancing employee engagement.

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