The Role of Perceived Justice, External Prestige and Organizational Identification in Explaining Employee Engagement

U radu je ispitivan odnos doživljaja organizacijske pravednosti, gleda organizacije, identifikacije s organizacijom i radne angažiranosti. Podaci su prikupljeni upitničkim mjerama na prigodnom uzorku zaposlenika. Rezultati strukturnoga modeliranja pokazuju kako se zaposlenici u većoj mjeri identificiraju s organizacijom ako ju doživljavaju pravednom i uglednom, pa su stoga i angažiraniji u radu. Pravednost i ugled oblikuju pozitivne doživljaje organizacije, zadovoljavaju potrebu za razvojem pozitivne slike o sebi te tako vode poistovjećivanju s organizacijom, a posredno i većoj radnoj angažiranosti zaposlenika. Osim teorijskog doprinosa, nalazi ovoga rada mogu se koristiti i u planiranju organizacijskoga razvoja.This paper examines the relationship between perceived organizational justice, external prestige, organizational identification and work engagement. Data were collected by questionnaire, using a convenient sampling method. The results of structural equation modeling show that employees are more likely to identify with the organization if they perceive it as fair and prestigious, and are therefore more engaged at work. Perceived organizational justice and external prestige shape positive experiences of the organization and meet the employee’s need for the development of a positive self-image, thus leading to identification of the individuals with the organization and, indirectly, to a greater employee engagement. In addition to the theoretical contribution, this study's findings can also be used in organizational development interventions planning