THE MODERATING ROLE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND JOB SATISFACTION

According to Lambert, Hogan, Paoline & Clarke (2005) low level of job satisfaction incorporates role ambiguity, role conflict, work independence, role overload, risk, and medical issues. In the interim, high level of job satisfaction include integration, job variety, satisfaction with pay, availability of incentive program, training, perceptions of equitable treatment, viable decision making, formalization and nature of supervision. Besides that, Linz (2003) stated that job satisfaction generally implies a positive evaluation of work and a positive effect deriving from it; that is, a positive emotional state resulting from the appraisal of one's job or job encounters. [...]Interactional Justice element shows there was moderate positive relationship with Job Satisfaction (r=.344 p