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Dr. Zainul Hidayah, S.Pi., M.App.Sc.
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Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura
Published by Universitas Trunojoyo Madura
ISSN : 18297935     EISSN : 26547856     DOI : https://doi.org/10.21107/pamator
Core Subject : Economy, Humanities, Social,
Humanities Economics, Econometrics & Finance Social Sciences
PAMATOR JOURNAL is the Journal of Social Sciences, Economics and Humanities, published by the Institute for Research and Community Service Trunojoyo University, 2 times a year (April and October).
Arjuna Subject : Umum - Umum
Articles 472 Documents
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THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CULTURE ON PSYCHOLOGICAL CONTRACTS WITH WORK-LIFE BALANCE AS A MEDIATING VARIABLE Lindawati, Lindawati
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 4: October - December 2025
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i4.32566

Abstract

This study aims to determine the effect of organizational justice and organizational culture on the psychological contract, with work-life balance as a mediating variable among employees of CV Media Gravika Yogyakarta. Using a quantitative method with a survey approach, the research involved 45 permanent employees selected through a census technique. Data were analyzed using Partial Least Square – Structural Equation Modeling (PLS-SEM) to test the direct and indirect relationships between variables. The results show that organizational culture has a positive and significant effect on the psychological contract, indicating that a supportive and value-driven work environment strengthens employees' perceptions of mutual obligations with the organization. Organizational justice is also found to significantly influence work-life balance, suggesting that fair treatment and transparent policies contribute to employees' ability to manage work and personal life demands. However, work-life balance does not mediate the relationship between either organizational justice or organizational culture and the psychological contract, indicating that the psychological contract is shaped more strongly by direct organizational practices than by employees' perceptions of work-life harmony. These findings highlight the importance of fostering fairness and cultivating a constructive organizational culture to enhance employee commitment, trust, and psychological attachment, ultimately supporting a more harmonious, motivated, and productive organizational climate.
THE INFLUENCE OF ORGANIZATIONAL FAIRNESS, WORK-LIFE BALANCE, AND JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT Afivaturokhmah, Neila
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 4: October - December 2025
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i4.32631

Abstract

The rapid development of business competition and workforce dynamics in the industrial era requires organizations to strengthen employee commitment as a key factor in achieving sustainability. Organizational commitment is closely related to employees' perceptions of fairness, balance between work and personal life, and job satisfaction. This study aims to analyze the influence of organizational justice, work-life balance, and job satisfaction on organizational commitment among employees of CV. Media Grafika Yogyakarta. The research employed a quantitative approach with a census method involving 45 employees as respondents. Data were collected using a structured questionnaire and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS version 3. The results reveal that organizational justice and work-life balance do not have a significant effect on organizational commitment, while job satisfaction has a positive and significant effect. Simultaneously, the three independent variables have a positive effect on organizational commitment, with an R-square value of 0.561, indicating that 56.1 percent of the variance in organizational commitment is explained by these factors.

Page 48 of 48 | Total Record : 472

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