| dc.contributor.author | TJAHJONO, HERU KURNIANTO | |
| dc.date.accessioned | 2017-04-11T06:55:08Z | |
| dc.date.available | 2017-04-11T06:55:08Z | |
| dc.date.issued | 2006-12-02 | |
| dc.identifier.isbn | 979-3700-10-6 | |
| dc.identifier.uri | http://repository.umy.ac.id/handle/123456789/9973 | |
| dc.description | The purpose of this research is to test the relationship between organizational justice and outcomes within the two -factor model on Performance appraisal in one of Provate Islamic University context . The two-factor model is a concept introduced by Sweeney and McFarlin who explained that distributive and procedural justices have different influences on outcomes . In the two-factor model, the effects of distributive justice on personal outcomes . In the two-factor model, the effects of distributive justice on personal outcomes are more dominant compared to procedural justice. On the other side, procedural justice will be more accurate to predict the organizational outcomes compared to distributive justice. This model is based on USA setting research. Empirically, that model os not always supported in the field. The different empirical results indicate that the model is not universal cross population but more depend on context. This research is done on Islamic University setting where the researcher gathered 426 samples of full-time islamic university employees in Yogyakarta. In general the result supported the hypothesis the relationship between organizational justices and personal organizational outcomes. | en_US |
| dc.description.abstract | The purpose of this research is to test the relationship between organizational justice and outcomes within the two -factor model on Performance appraisal in one of Provate Islamic University context . The two-factor model is a concept introduced by Sweeney and McFarlin who explained that distributive and procedural justices have different influences on outcomes . In the two-factor model, the effects of distributive justice on personal outcomes . In the two-factor model, the effects of distributive justice on personal outcomes are more dominant compared to procedural justice. On the other side, procedural justice will be more accurate to predict the organizational outcomes compared to distributive justice. This model is based on USA setting research. Empirically, that model os not always supported in the field. The different empirical results indicate that the model is not universal cross population but more depend on context. This research is done on Islamic University setting where the researcher gathered 426 samples of full-time islamic university employees in Yogyakarta. In general the result supported the hypothesis the relationship between organizational justices and personal organizational outcomes. | en_US |
| dc.language.iso | en | en_US |
| dc.publisher | Universitas Muhammadiyah Yogyakarta | en_US |
| dc.subject | Organizational Justice | en_US |
| dc.subject | Appraisal Context | en_US |
| dc.subject | Outcomes : | en_US |
| dc.title | RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE IN PERFORMANCE APPRAISAL CONTEXT AND OUTCOMES : Study on Islamic Unversity in Yogyakarta | en_US |
| dc.type | Other | en_US |
