Abstract
The present study examines the mediating role of perceptions of organizational politics on the relationship between leader-member exchange and perceptions of organizational justice. With the help of multi-stage random sampling technique, data was collected from 493 faculty members who were working in public sector universities of Punjab. Structural Equation Modeling (SEM) was applied to test the proposed hypothesized relationships. Results of the structural equation modeling analysis demonstrated that employees who are part of in-group have higher levels of perceptions of organizational politics but lower levels of perceptions of organizational justice. Furthermore, employee who perceives high degree of organizational politics has shown lower levels of perceptions of organizational justice. Results of the study postulated that for more positive perceptions of organizational justice among the employees a leader should develop a high quality relationship with more employees by limiting the usage of more political behavior within the organization. This study is one of its type in Indian context as we find no empirical evidence which examines the effect of quality of leader-member exchange relationship on the perceptions of organizational justice which is being mediated through the perceptions of organizational politics of faculty members.
Highlights
In this competitive era of global business scenario, which is characterized by complexities and volatility, organizations are under constant pressure to retain and attract talented employees who can play a vital role in acquiring and maintaining the competitive advantage of the organization
The present study examines the mediating role of perceptions of organizational politics on the relationship between leader-member exchange and perceptions of organizational justice
Results of the structural equation modeling analysis demonstrated that employees who are part of in-group have higher levels of perceptions of organizational politics but lower levels of perceptions of organizational justice
Summary
In this competitive era of global business scenario, which is characterized by complexities and volatility, organizations are under constant pressure to retain and attract talented employees who can play a vital role in acquiring and maintaining the competitive advantage of the organization. The assumptions of social exchange theory play a vital role in explaining many of these results [26]. It is believed that perceptions of organizational justice ( interactional justice and procedural justice) help in initial formations of dyadic relationship [27] [28]. This perceived fairness by an employee is reciprocated in the way of favorable workplace behavior and attitude [29]. It is important to know how and why the perceptions of employees vary in respect of organizational justice despite providing same working environment as these perceptions have both individual and organizational consequences
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