This thesis examines the constructs of organizational commitment, job satisfaction, and work stress, and the extent to which they are affected by perceptions of organizational justice and leadership styles. Much of the literature related to these topics focuses on exploring the relationship between either justice and commitment or leadership and commitment, with very little research investigating the way that justice and leadership combine to affect outcome variables such as commitment, satisfaction, and stress. This study reviewed the literature that details these topics in order to facilitate the understanding necessary to then focus on the relationship between commitment, organizational justice, and leadership style, as well as job satisfaction and work stress. It is important to understand how these three concepts affect one another, as increasing employee commitment is a goal of many, if not all organizations, and understanding how to better influence and facilitate it could be very valuable information.
","abstract_html":"<p>This thesis examines the constructs of organizational commitment, job satisfaction, and work stress, and the extent to which they are affected by perceptions of organizational justice and leadership styles. Much of the literature related to these topics focuses on exploring the relationship between either justice and commitment or leadership and commitment, with very little research investigating the way that justice and leadership combine to affect outcome variables such as commitment, satisfaction, and stress. This study reviewed the literature that details these topics in order to facilitate the understanding necessary to then focus on the relationship between commitment, organizational justice, and leadership style, as well as job satisfaction and work stress. It is important to understand how these three concepts affect one another, as increasing employee commitment is a goal of many, if not all organizations, and understanding how to better influence and facilitate it could be very valuable information.</p>","abstract_has_math":false,"creators":["Kedenburg, Gregory Lucas"],"institution":null,"degree_name":"Master of Arts","degree_level":null,"degree_discipline":"Department of Psychology","degree_department":null,"school":null,"contributors":["Amber Schroeder (Director), Betsy Shoenfelt, Reagan Brown"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2014,"date_issued":"2014-08-01T07:00:00Z","date_published":"2014-08-01T07:00:00Z","updated_at":"2026-07-24T06:08:39Z","subjects":["Transformational Leadership","Organizational Justice","Commitment","Industrial and Organizational Psychology","Leadership","Leadership Studies","Psychology","Work, Economy and Organizations"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.wku.edu/theses/1408","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Amber Schroeder (Director), Betsy Shoenfelt, Reagan Brown"]},{"key":"dc:creator","label":"Author","values":["Kedenburg, Gregory Lucas"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Department of Psychology"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Transformational Leadership","Organizational Justice","Commitment","Industrial and Organizational Psychology","Leadership","Leadership Studies","Psychology","Work, Economy and Organizations"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.wku.edu/theses/1408"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This thesis examines the constructs of organizational commitment, job satisfaction, and work stress, and the extent to which they are affected by perceptions of organizational justice and leadership styles. Much of the literature related to these topics focuses on exploring the relationship between either justice and commitment or leadership and commitment, with very little research investigating the way that justice and leadership combine to affect outcome variables such as commitment, satisfaction, and stress. This study reviewed the literature that details these topics in order to facilitate the understanding necessary to then focus on the relationship between commitment, organizational justice, and leadership style, as well as job satisfaction and work stress. It is important to understand how these three concepts affect one another, as increasing employee commitment is a goal of many, if not all organizations, and understanding how to better influence and facilitate it could be very valuable information.
"]},{"key":"dc:title","label":"Title","values":["Examining the Interaction Between Leadership Style and Organizational Justice and its Effect on Organizational Commitment, Job Satisfaction, and Work Stress"]}]}],"canonical_facts":{"dc:contributor":["Amber Schroeder (Director), Betsy Shoenfelt, Reagan Brown"],"dc:creator":["Kedenburg, Gregory Lucas"],"dc:description.abstract":["This thesis examines the constructs of organizational commitment, job satisfaction, and work stress, and the extent to which they are affected by perceptions of organizational justice and leadership styles. Much of the literature related to these topics focuses on exploring the relationship between either justice and commitment or leadership and commitment, with very little research investigating the way that justice and leadership combine to affect outcome variables such as commitment, satisfaction, and stress. This study reviewed the literature that details these topics in order to facilitate the understanding necessary to then focus on the relationship between commitment, organizational justice, and leadership style, as well as job satisfaction and work stress. It is important to understand how these three concepts affect one another, as increasing employee commitment is a goal of many, if not all organizations, and understanding how to better influence and facilitate it could be very valuable information.
"],"dc:identifier":["https://digitalcommons.wku.edu/theses/1408"],"dc:subject":["Transformational Leadership","Organizational Justice","Commitment","Industrial and Organizational Psychology","Leadership","Leadership Studies","Psychology","Work, Economy and Organizations"],"dc:title":["Examining the Interaction Between Leadership Style and Organizational Justice and its Effect on Organizational Commitment, Job Satisfaction, and Work Stress"],"dc:type":["Thesis"],"thesis:degree_discipline":["Department of Psychology"],"thesis:degree_name":["Master of Arts"]},"updated_at":"2026-07-24T06:08:39Z"}