Les relations entre la justice organisationnelle, l'employabilité, la satisfaction et l'engagement organisationnel des salariés (notice n° 260415)
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| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250112073957.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Müller, Joël |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Les relations entre la justice organisationnelle, l'employabilité, la satisfaction et l'engagement organisationnel des salariés |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2011.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 57 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Les concepts de justice, d’employabilité, de satisfaction et d’engagement jouent un rôle crucial dans le management des ressources humaines dans un environnement des entreprises caractérisé par une concurrence exacerbée. Malgré les nombreux travaux de recherche qui leur sont consacrés, force est de constater que pratiquement aucun auteur n’a jusqu’à présent essayé de tous les associer. En traitant des effets de la notion de justice sur l’employabilité, la satisfaction l’engagement organisationnel des salariés, notre objectif est de combler ce vide. L’étude que nous avons réalisée auprès 352 salariés des entreprises françaises de la Région Nord-Pas de Calais est riche en informations. Les résultats mettent en lumière que la justice procédurale a des effets positifs significatifs sur la satisfaction et l’engagement organisationnel, et la justice distributive a des effets positifs significatifs sur l’engagement organisationnel. La justice a aussi des effets positifs significatifs sur les dimensions de l’employabilité qui sont la formation, la mobilité et l’orientation professionnelle. Les pourcentages de variance expliquée (R²) par les dimensions de la justice pour chacune des dimensions de l’employabilité sont significatifs à p < 0,1 %. La justice procédurale n’a cependant pas d’effet significatif sur la formation et la justice distributive n’a pas d’effet significatif sur l’orientation professionnelle, ce qui est cohérent avec les résultats d’autres recherches. Les implications sont nombreuses et des actions sur les dimensions de la justice pourraient conduire à l’amélioration de l’employabilité des salariés, de la compétitivité de l’entreprise et donc de sa performance. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | The relationships between organizational justice, employability job satisfaction and organizational commitment of employeesThe concepts of justice, employability, job satisfaction and organizational commitment play a crucial role in the management of human resources in a very competitive company environment. Vast researches have been devoted to them but we can only notice that practically no author has tried to link them to one another so far. By dealing with the effects of the notion of justice on the employability, job satisfaction and the organizational commitment, our aim is to bridge this gap. The following study done among 352 employees of The French Nord Pas De Calais region brings a lot of information. The results show that procedural justice has positive effects on the employees’ job satisfaction and organizational commitment and distributive justice has positive effects on the organizational commitment. The justice has also positive effects on the aspects of employability which are training, mobility and vocational orientation. The percentages of variance (R²) explained by the dimensions of justice for each aspect of employability are significant at a level of < 0.1%. However procedural justice has no significant effect on training and distributive justice has no significant effect on vocational orientation, which corresponds to the results of other researches. There are numerous implications and actions on the dimensions of justice could lead to improvements in employability and so in the company performance. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | ressources humaines |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | engagement |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | satisfaction |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | justice |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | employabilité |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | job satisfaction |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | commitment |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | employability |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | procedural justice : distributive justice |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | human resources |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Djuatio, Emmanuel |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Revue de gestion des ressources humaines | 82 | 4 | 2011-10-01 | p. 46-62 | 1163-913X |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/revue-de-gestion-des-ressources-humaines-2011-4-page-46?lang=fr">https://shs.cairn.info/revue-de-gestion-des-ressources-humaines-2011-4-page-46?lang=fr</a> |
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