العدالة التنظيمية و علاقتها بالإلتزام التنظيمي و الدافعية لإنجار لدي العمال دراسة ميدانية بالمجمع الصناعي لإنتاج الإسمنت "زهانة " ولاية معسكر

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Résumé :

Le but de cette étude est d’identifier la corrélation entre la justice organisationnelle, l’engagement organisationnel et la motivation. Cette étude a été réalisée dans le complexe industriel de ciment de Zahana (Mascara) avec un échantillon de 300 employeurs. Pour affirmer les hypothèses, la méthode descriptive analytique a été adoptée ainsi que les outils de recherches suivants : l’échelle de la justice organisationnelle de Niehoff et Moorman (1993) et l’échelle de l’engagement organisationnel de Allen et Meyer (1993) et l’échelle de la motivation pour la réalisation de Khalifa Mohamed (2006).

Les résultats de cette étude ont démontré qu’il existe un niveau moyen des dimensions de la justice organisationnelle, l’engagement organisationnel et un niveau élevé de la motivation des travailleurs dans le complexe de l'industrie du ciment de Zahana. La justice et l'engagement organisationnels contribuent dans la motivation des travailleurs. Il existe une différence entre le genre à propos la motivation. Mais il existe pas une différence selon la variable de l'âge, l'ancienneté à propos l’engagement organisationnel et la motivation.

Cette étude a été conclue par un nombre de recommandations scientifiques pour la direction de ressources humaines du complexe industriel de ciment de Zahana, Mascara.

Mots-clés: justice organisationnelle, justice, motivation, motivation pour la réalisation.

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Abstract :

The objective of this study is identification of the correlation between organizational justice and organizational commitment and the motivation for achievement in the industrial complex for cement production -ZAHANA. based on the organizational justice scale of Niehoff and Moorman (1993), and the Organizational commitment scale of Allen et Meyer (1993) and the scale of Motivation to achieve of Khalifa Mohamed (2006), was applied to a sample of 300 employers, using the descriptive analytical method to access the necessary data, that used the following statistical methods: The analysis of the variance of the two groups, is based on the SPSS V20, and after the statistical treatment and analysis was reached: that there is a average level of workers in the cement industry, from the organizational justice dimensions, and commitment to the organizational dimensions of the three, and a high level of motivation to achieve them. And that organizational justice and organizational commitment contribute to the prediction of motivation for achievement in the employers. Among the employers where the organizational commitment according to the gender variable, age, years of seniority, and there aren’t differences between the employers a sense of motivation for achievement depending on the age, seniority years. While there is a difference depending on the gender variable. Finally, a number of recommendations and practical and scientific contributions were included, emphasizing the need to focus on the human resource as the important element on which the organizations depend on achieving the established goals.

Keywords: organizational justice, distributive justice, procedural justice, organizational commitment, motivation, motivation for achievement

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1Justice as a Mediator of the Relationship between Methods of Monitoring and organizational Citizenship Behavior.

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1- An Empirical Study of Organizational Justice as a Mediator of the Relationships among Leader-Member Exchange and Job Satisfaction, Organizational Commitment, and Turnover Intentions in the Lodging Industry. 2- The Effects of Leader- Member Exchange on Organizational Justice and Organizational Citizenship Behavior 3- Organizational Citizenship and OrganizationalJustice in Turkish Primary Schools

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149

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2- Organizational Justice in Performance Appraisal System and Work Performance: Evidence from an Emerging Market.

(172)

150

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2005

1- The Effects of Organizational Justice and Job mootivation on Organizational Citizenship Behavior and its Impact on Taxpayers

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151 2010 2013 0.507 2015 3.58 3.36 3.12

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152

(Meyer, Allen, 1993)

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2

1- Commitment Organizations and Occupations: Extension and Test of Three Component Conceptualization 2- L’engagement organisationnel et les comportements discrétionnaires

(175)

153

(Warsi, 2009)

(Nagar, 2012)

3

1- Exploring Organizational Commitment and Leadership Frames within Indian and Iranian Higher Education Institutions

2- Study on Relationship Between Organizational commitment and its Determinants among Private Sector Employees of Pakistan

(176)

154

(Vigan and al, 2014

(Metin, Asli, 2017)

2

1- *engagement organisationnel et performance au travail dans la fonction publique beninoise : quelle place pour la grh ?

2-The Relationship between Organizational Commitment and Work Performance: a Case of Industrial Enterprises

(177)

155

Path Analysis

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156

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2-The Relationship Between Achievement Motivation and Job Satisfaction.

3- Achievement motivation level among employees of different govt.

(180)

158

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2- The effect of work discipline, achievement motivation and career path toward employee performance of The National Resilience Institute of The Republic of Indonesia

(181)

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2017 2017 (S.C.I.Z) G.I.C.A 3000 900.000 600 190.000 947 CADO" 28 1997 E.R.C.O 1.920.000.000

(188)

166 13 50 565 01 336 . . .

(189)

167

.

(190)

168

3

100 07 25 00 00 01 04.76 26 35 19 24.05 13 61.90 36 45 45 56.96 06 28.57 46 55 15 18.98 01 04.76 79 79 100 21 21 100 100 79

%

،

56.96 % 36 45 26 35 24.05 % 46 55 18.98 21 61.90 26 35 28.57 36 45

(191)

169 25 46 55 04.76 08 05 06 0.06 06 15 79 0.79 16 25 23 0.23 26 35 02 0.02 100 100

4

03 1 4 Noorman, 1993) (Niehoff and ، 2007 2012 20

(192)

170 05 06 09 05 04 03 02 01  09      

(193)

171 2007 2012 10 2007 2012 2007 2012 0.90 0.81 0.70 0.95 0.90 0.88 0.94 0.88 0.95 2007 2012 2 4 (Allen and Meyer)

1990

(194)

172 18 06 03 03 04 06 06 06 01 05 04 03 02 01 01 02 03 04 05 

(195)

173 11       3 4 2006 50 10 10

(196)

174 10 10 10 433 05 11 2010 12 2011 41 27  153

(197)

175 12 41 41 26.84 1.16 16.26 2.79 21.16 27.34 1.56 16.68 1.71 28.05 27.58 1.29 16.58 3.74 16.92 26.87 1.55 15.55 2.49 23.58 27.24 1.56 15.47 2.65 23.08 130.52 6.34 88.60 10.48 20.85 0.001 39 27  143

(198)

176 13 39 39 27.86 1.06 19.56 2.70 17.29 18.32 2.32 27.78 1.16 22 28.08 0.79 19.40 3.93 12.95 27.59 1.44 15.59 3.41 19.35 27.92 1.10 16.32 3.50 19.02 134.41 4.06 91.65 30.92 8.24 0.001 1993 1984 2002 1990 1999

(199)

177 14 40 0.86 41 0.83 81 0.81 22 0.84 18 0.58 40 0.71 26 0.80 24 0.66 50 0.74 60 0.64 59 0.52 119 0.53 36 0.89 48 0.85 120 0.87 0 01 "

(200)

178 15 209 0.76 0.79 0.77 0.74 0.74 0.76 0.78 0.79 0.82 0.78 0.77 0.81 0.01