Individual & Organization
Fatemeh Alavi Matin; Abbasli Rastgar; Hasan Abedijafari; Mohsen Shafiei Nikabadi
Abstract
The aim of present study was to combine the results of quantitative researches in the field of employee-organization relationship. In this research, the structure of "employee-organization relationship" was considered as a variable with dimensions of satisfaction, trust, commitment and mutual control. ...
Read More
The aim of present study was to combine the results of quantitative researches in the field of employee-organization relationship. In this research, the structure of "employee-organization relationship" was considered as a variable with dimensions of satisfaction, trust, commitment and mutual control. The statistical population of the research was the studies indexed in the Scopus database in the period of 2014-2023. Using the defined protocol, finally 41 hypotheses from 26 studies were selected for the sample. Data extracted from selected studies were evaluated by meta-analysis method. By identifying the most important antecedents related to this structure, the effect size of each antecedents and their overall effect size were measured. According to research results, the antecedents of "employee-organization relationship" variable are respectively: symmetrical communication, transparent communication, communication satisfaction, empowering leadership, authentic leadership, and dialogic communication with strong effect size; organizational justice, communication authenticity, communication responsiveness, and transformational leadership with medium effect size; and the organization character construct with weak effect size. The overall effect size of all antecedents in the model of fixed effect size and random effect size is: 0.629 and 0.626 respectively, that shows the strong effect of the antecedents identified to create favorable employee-organization relationship in the organization.
