Abstract
Orientation: Perception of justice amongst survivors of organisational downsizing is crucial for extra-role engagements. Researchers have recorded extra-role behaviours because they are important for organisational efficiency and success.Research purpose: The main objective of this study was to evaluate the relationship between employees’ perceptions of justice and their organisational citizenship behaviour (OCB) after organisations downsize.Motivation for the study: Many organisations that are downsizing do not seriously consider the unintended consequences of downsizing on the behaviour of survivors. This study intends to draw the attention of organisations that are downsizing to this oversight.Research design, approach and method: The researchers used a quantitative research design and survey method for the study. They distributed a self-administered questionnaire to 130 employees from a population of 180 survivors at the head office of a commercial bank that recently downsized in Lagos, Nigeria.Main findings: The research results showed that there was no fairness in the downsizing exercise. This resulted in low morale amongst survivors and unwillingness to engage in extra- role behaviours.Practical/managerial implications: It is important for organisations that are downsizing to use a participative approach in order to achieve organisational efficiency and improve productivity after restructuring.Contribution/value-added: The results of the study will give the managers of organisations, which are planning to downsize, a useful insight into how to plan the exercise, how to implement the plans, and how to manage the employees they will retrench and those they will retain after concluding the downsizing exercise.
Highlights
The study of employees’ perceptions of workplace justice and the extent to which these perceptions affect job-related attitudes and behaviours have become very interesting to organisational behaviour researchers
This study shows no significant correlation between the amounts of information and survivors’ organisational citizenship behaviours (OCBs), information is still the foundation for building trust between managers and employees
The results show that distributive justice is an important determinant of survivors’ OCB
Summary
The study of employees’ perceptions of workplace justice and the extent to which these perceptions affect job-related attitudes (like commitment and organisational trust) and behaviours (like organisational citizenship behaviour and intention to leave) have become very interesting to organisational behaviour researchers. They have become interested in the fairness of organisations when they restructure and in the citizenship behaviour of employees who survive organisational restructuring. Many organisations are facing problems of global competition, economic instability and changing technologies today. This concern could shape employees’ work behaviours and attitudes positively or negatively
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