ความสัมพันธ์ระหว่างการรับรู้ความยุติธรรมในองค์การโดยรวมและความผูกพัน ที่บุคลากรมีต่อองค์การ หัวหน้างาน และกลุ่มเพื่อนร่วมงาน โดยมีวัฒนธรรม ระยะห่างอำนาจเป็นตัวแปรกำกับ
Keywords:
Overall Organizational Justice, Organizational Supervisor and Workgroup Commitment, Power DistanceAbstract
The research objective was to explore the moderating effect of power distance on
the relationships between overall organizational justice and commitment to all foci among
263 Thai employees from public, private and state-owned enterprises. Moderated multiple
regression analysis results using the Process program indicated that overall justice
perceptions and power distance were positively related to commitment to all foci.
A significant moderating effect of power distance, however, was found only for the
relationship between perceived overall organizational justice and normative commitment
to the organization at p< 0.05, with a stronger relationship among those employees low in
power distance cultures. These findings provide practitioners and management useful
knowledge in relation to the impact of cultural beliefs on employee’s justice perceptions
and commitment to the organization in the contexts of Thai organization. Employees in
high power distance tend to form psychological attachments based on duty and loyalty,
when perceiving that they are treated fairly.
References
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Ambrose, M. L. & Schminke, M. (2009). The Role of Overall Justice Judgments in
Organizational Justice Research: A Test of Mediation. The Journal of Applied
Psychology, 94(2), 491-500.
Becker, T. E. (1992). Foci and Bases of Commitment: Are They Distinctions Worth Making?
The Academy of Management Journal, 35(1), 232-244.
Becker, T. E., Billings, R. S., Eveleth, D. M. & Gilbert, N. L. (1996). Foci and Bases of
Employee Commitment: Implications for Job Performance. The Academy of
Management Journal, 39(2), 464-482.
Bochner, S. & Hesketh, B. (1994). Power Distance, Individualism/Collectivism and Job-
Related Attitudes in a Culturally Diverse Work Group. Journal of Cross-Cultural
Psychology, 25(2), 233-257.
Chew, I. K. H. & Putti, J. (1995). Relationship on Work-Related Values of Singaporean and
Japanese Managers in Singapore. Human Relations, 48(10), 1149-1170.
Clugston, M., Howell, J. P. & Dorfman, P. W. (2000). Does Cultural Socialization Predict
Multiple Bases and Foci of Commitment? Journal of Management, 26(1), 5-30.
Cohen-Charash, Y. & Spector, P. E. (2001). The Role of Justice in Organizations: A Meta-
Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct
Validation of a Measure. The Journal of Applied Psychology, 86(3), 386-400.
Demirel, Y. & Yucel, I. (2013). The Effect of Organizational Justice on Organizational
Commitment: A Study on Automotive Industry. International Journal of Social
Sciences, 11(3), 26-37.
Dixit, V. & Bhati, M. (2012). A Study about Employee Commitment and Its Impact on
Sustained Productivity in Indian Auto-Component Industry. European Journal of
Business and Social Sciences, 1(6), 34-51.
Erdogan, B. & Liden, R. C. (2006). Collectivism as a Moderator of Responses to
Organizational Justice: Implications for Leader-Member Exchange and Ingratiation.
Journal of Organizational Behavior, 27(1), 1-17.
Faul, F., Erdfelder, E., Buchner, A. & Lang, A. G. (2009). Statistical Power Analyses Using
G*Power 3.1: Tests for Correlation and Regression Analyses. Behavior Research
Methods, 41(4), 1149-1160.
Faul, F., Erdfelder, E., Lang, A. G. & Buchner, A. (2007). G*Power 3: A Flexible Statistical
Power Analysis Program for the Social, Behavioral and Biomedical Sciences.
Behavior Research Methods, 39(2), 175-191.
Gouldner, A. W. (1960). The Norm of Reciprocity. American Sociological Review, 25,
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Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. The Academy of
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Griffeth, R. W. & Hom, P. W. (1995). The Employee Turnover Process. In Ferris G. & Rowland
(Eds.), Research in Personnel and Human Resources Management (pp. 245-293).
Greenwich, CT: JAI Press.
Griffeth, R. W., Hom, P. W. & Gaertner, S. (2000). A Meta-Analysis of Antecedents and
Correlates of Employee Turnover: Update, Moderator Tests and Research
Implications for the Next Millennium. Journal of Management, 26(3), 463-488.
Griffin, M. L. & Hepburn, J. R. (2005). Side-Bets and Reciprocity as Determinants of
Organizational Commitment among Correctional Officers. Journal of Criminal
Justice, 33(6), 611-625.
Hayes, A. F. (2013). Introduction to Mediation, Moderation and Conditional Process
Analysis: A Regression-Based Approach. NY: The Guilford Press.
Hofstede, G., Hofstede, G. J. & Minkov, M. (2010). Cultures and Organizations: Software of
the Mind (3rd ed.). New York: McGraw-Hill.
James, K. (1992). The Social Context of Organizational Justice: Cultural, Intergroup and
Structural Effects on Justice Behaviors and Perceptions. In R. Cropanzano (Ed.),
Justice in the Workplace (pp. 21-50). Hillsdale, NJ: Erlbaum.
Lind, E. A. (2001). Fairness Heuristic Theory: Justice Judgments as Pivotal Cognitions in
Organizational Relations. In J. Greenberg & R. Cropanzano (Eds.), Advances in
Organizational Justice (pp. 56-88). Stanford, CA: Stanford University Press.
Lind, E. A. & Tyler, T. R. (1988). The Social Psychology of Procedural Justice. New York:
Plenum Press.
Mahrani, S. W., Kamaluddin, M., Takdir, D. & Ansir. (2013). Organizational Justice and
Organizational Commitment. International Journal of Science and Research,
627-632.
Marzucco, L., Marique, G., Stinglhamber, F., De Roeck, K. & Hansez, I. (2014). Justice and
Employee Attitudes during Organizational Change: The Mediating Role of Overall
Justice. European Review of Applied Psychology, 64(6), 289-298.
Masterson, S. S., Lewis, K., Goldman, B. M. & Taylor, S. M. (2000). Integrating Justice and
Social Exchange: The Differing Effects of Fair Procedures and Treatment of Work
Relationships. The Academy of Management Journal, 43(4), 738-748.
Preacher, K. J., Curran, P. J. & Bauer, D. J. (2006). Computational Tools for Probing
Interaction Effects in Multiple Linear Regression, Multilevel Modeling and Latent
Curve Analysis. Journal of Educational and Behavioral Statistics, 31(4), 437-448.
Reichers, A. E. (1985). A Review and Reconceptualization of Organizational Commitment.
The Academy of Management Review, 10(3), 465-476.
Shao, R., Rupp, D. E., Skarlicki, D. P. & Jones, K. S. (2013). Employee Justice across Cultures:
A Meta-Analytic Review. Journal of Management, 39(1), 263-301.
Tornblom, K. Y. & Vermunt, R. (1999). An Integrative Perspective on Social Justice:
Distributive and Procedural Fairness Evaluations of Positive and Negative
Outcome Allocations. Social Justice Research, 12(1), 39-64.
Tyler, T. R., Lind, E. A. & Huo, Y. (1995). Culture, Ethnicity and Authority: Social
Categorization and Social Orientation Effects on the Psychology of Legitimacy.
University of California Working Paper.
Vandello, J. A. & Cohen, D. (1999). Patterns of Individualism and Collectivism across the
United States. Journal of Personality and Social Psychology, 77(2), 279-292.
Wiener, Y. (1982). Commitment in Organizations: A Normative View. The Academy of
Management Review, 7(3), 418-428.
Translated Thai References
Hey Group Thailand Company. (2013). Changing of Labor, New Organization Must
Reconcile Employee. Retrieved November 23, 2014, from http://
www.haygroup.com/th/press/ details.aspx?id=38294. (in Thai)
Pantapalangkool, P. (2013). Less Turnover, Is It Good?. Retrieved November 23, 2014, from
http://prakal.wordpress.com/2013/01/25/turnover. (in Thai)
พฤศจิกายน 2557, จาก http://www.haygroup.com/th/press/details.aspx?id=38294
ประคัลภ์ ปัณฑพลังกูร. (2556). อัตราการลาออกของพนักงาน ยิ่งน้อยยิ่งดีจริงหรือ. สืบค้น 23 พฤศจิกายน
2557, จาก http://prakal.wordpress.com/2013/01/25/อัตราการลาออกของพนักงาน.
Ambrose, M. L. & Schminke, M. (2009). The Role of Overall Justice Judgments in
Organizational Justice Research: A Test of Mediation. The Journal of Applied
Psychology, 94(2), 491-500.
Becker, T. E. (1992). Foci and Bases of Commitment: Are They Distinctions Worth Making?
The Academy of Management Journal, 35(1), 232-244.
Becker, T. E., Billings, R. S., Eveleth, D. M. & Gilbert, N. L. (1996). Foci and Bases of
Employee Commitment: Implications for Job Performance. The Academy of
Management Journal, 39(2), 464-482.
Bochner, S. & Hesketh, B. (1994). Power Distance, Individualism/Collectivism and Job-
Related Attitudes in a Culturally Diverse Work Group. Journal of Cross-Cultural
Psychology, 25(2), 233-257.
Chew, I. K. H. & Putti, J. (1995). Relationship on Work-Related Values of Singaporean and
Japanese Managers in Singapore. Human Relations, 48(10), 1149-1170.
Clugston, M., Howell, J. P. & Dorfman, P. W. (2000). Does Cultural Socialization Predict
Multiple Bases and Foci of Commitment? Journal of Management, 26(1), 5-30.
Cohen-Charash, Y. & Spector, P. E. (2001). The Role of Justice in Organizations: A Meta-
Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct
Validation of a Measure. The Journal of Applied Psychology, 86(3), 386-400.
Demirel, Y. & Yucel, I. (2013). The Effect of Organizational Justice on Organizational
Commitment: A Study on Automotive Industry. International Journal of Social
Sciences, 11(3), 26-37.
Dixit, V. & Bhati, M. (2012). A Study about Employee Commitment and Its Impact on
Sustained Productivity in Indian Auto-Component Industry. European Journal of
Business and Social Sciences, 1(6), 34-51.
Erdogan, B. & Liden, R. C. (2006). Collectivism as a Moderator of Responses to
Organizational Justice: Implications for Leader-Member Exchange and Ingratiation.
Journal of Organizational Behavior, 27(1), 1-17.
Faul, F., Erdfelder, E., Buchner, A. & Lang, A. G. (2009). Statistical Power Analyses Using
G*Power 3.1: Tests for Correlation and Regression Analyses. Behavior Research
Methods, 41(4), 1149-1160.
Faul, F., Erdfelder, E., Lang, A. G. & Buchner, A. (2007). G*Power 3: A Flexible Statistical
Power Analysis Program for the Social, Behavioral and Biomedical Sciences.
Behavior Research Methods, 39(2), 175-191.
Gouldner, A. W. (1960). The Norm of Reciprocity. American Sociological Review, 25,
165-178.
Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. The Academy of
Management Review, 12(1), 9-22.
Griffeth, R. W. & Hom, P. W. (1995). The Employee Turnover Process. In Ferris G. & Rowland
(Eds.), Research in Personnel and Human Resources Management (pp. 245-293).
Greenwich, CT: JAI Press.
Griffeth, R. W., Hom, P. W. & Gaertner, S. (2000). A Meta-Analysis of Antecedents and
Correlates of Employee Turnover: Update, Moderator Tests and Research
Implications for the Next Millennium. Journal of Management, 26(3), 463-488.
Griffin, M. L. & Hepburn, J. R. (2005). Side-Bets and Reciprocity as Determinants of
Organizational Commitment among Correctional Officers. Journal of Criminal
Justice, 33(6), 611-625.
Hayes, A. F. (2013). Introduction to Mediation, Moderation and Conditional Process
Analysis: A Regression-Based Approach. NY: The Guilford Press.
Hofstede, G., Hofstede, G. J. & Minkov, M. (2010). Cultures and Organizations: Software of
the Mind (3rd ed.). New York: McGraw-Hill.
James, K. (1992). The Social Context of Organizational Justice: Cultural, Intergroup and
Structural Effects on Justice Behaviors and Perceptions. In R. Cropanzano (Ed.),
Justice in the Workplace (pp. 21-50). Hillsdale, NJ: Erlbaum.
Lind, E. A. (2001). Fairness Heuristic Theory: Justice Judgments as Pivotal Cognitions in
Organizational Relations. In J. Greenberg & R. Cropanzano (Eds.), Advances in
Organizational Justice (pp. 56-88). Stanford, CA: Stanford University Press.
Lind, E. A. & Tyler, T. R. (1988). The Social Psychology of Procedural Justice. New York:
Plenum Press.
Mahrani, S. W., Kamaluddin, M., Takdir, D. & Ansir. (2013). Organizational Justice and
Organizational Commitment. International Journal of Science and Research,
627-632.
Marzucco, L., Marique, G., Stinglhamber, F., De Roeck, K. & Hansez, I. (2014). Justice and
Employee Attitudes during Organizational Change: The Mediating Role of Overall
Justice. European Review of Applied Psychology, 64(6), 289-298.
Masterson, S. S., Lewis, K., Goldman, B. M. & Taylor, S. M. (2000). Integrating Justice and
Social Exchange: The Differing Effects of Fair Procedures and Treatment of Work
Relationships. The Academy of Management Journal, 43(4), 738-748.
Preacher, K. J., Curran, P. J. & Bauer, D. J. (2006). Computational Tools for Probing
Interaction Effects in Multiple Linear Regression, Multilevel Modeling and Latent
Curve Analysis. Journal of Educational and Behavioral Statistics, 31(4), 437-448.
Reichers, A. E. (1985). A Review and Reconceptualization of Organizational Commitment.
The Academy of Management Review, 10(3), 465-476.
Shao, R., Rupp, D. E., Skarlicki, D. P. & Jones, K. S. (2013). Employee Justice across Cultures:
A Meta-Analytic Review. Journal of Management, 39(1), 263-301.
Tornblom, K. Y. & Vermunt, R. (1999). An Integrative Perspective on Social Justice:
Distributive and Procedural Fairness Evaluations of Positive and Negative
Outcome Allocations. Social Justice Research, 12(1), 39-64.
Tyler, T. R., Lind, E. A. & Huo, Y. (1995). Culture, Ethnicity and Authority: Social
Categorization and Social Orientation Effects on the Psychology of Legitimacy.
University of California Working Paper.
Vandello, J. A. & Cohen, D. (1999). Patterns of Individualism and Collectivism across the
United States. Journal of Personality and Social Psychology, 77(2), 279-292.
Wiener, Y. (1982). Commitment in Organizations: A Normative View. The Academy of
Management Review, 7(3), 418-428.
Translated Thai References
Hey Group Thailand Company. (2013). Changing of Labor, New Organization Must
Reconcile Employee. Retrieved November 23, 2014, from http://
www.haygroup.com/th/press/ details.aspx?id=38294. (in Thai)
Pantapalangkool, P. (2013). Less Turnover, Is It Good?. Retrieved November 23, 2014, from
http://prakal.wordpress.com/2013/01/25/turnover. (in Thai)
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Published
2017-05-01
How to Cite
สุวรรณไพโรจน์ น., & จรัลรัตนกุล อ. ด. (2017). ความสัมพันธ์ระหว่างการรับรู้ความยุติธรรมในองค์การโดยรวมและความผูกพัน ที่บุคลากรมีต่อองค์การ หัวหน้างาน และกลุ่มเพื่อนร่วมงาน โดยมีวัฒนธรรม ระยะห่างอำนาจเป็นตัวแปรกำกับ. Journal of Multidisciplinary in Social Sciences, 13(3), 61–80. Retrieved from https://so03.tci-thaijo.org/index.php/sduhs/article/view/186627
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