Effect Of Organizational Justice Research Articles

Effect of Organizational Justice on Employee Engagement in the Hospitality Industry

This study was designed to asses’ organizational justice and employee engagement in the hospitality industry in North Rift region, Kenya. With a sample size of 234 respondents, an explanatory research design was used with a target population of 580 employees from star-rated hotels in the North Rift region. Questionnaires and interviews were used to gather information. SPSS version 25.0 was used to analyze the data using descriptive and inferential statistics. From the findings employee engagement and organizational justice have a strong significant relationship. Employee engagement was explained by organizational justice at 71.8%. The study's findings support the necessity to improve organizational justice in order to increase employee engagement. The findings of this study can assist the government (both national and county levels), as well as important stakeholders in the hotel industry, in identifying the need for developing organizational justice policies and practices to realize employee engagement.

The effect of organizational justice on employee performance in the Indian Public Sector Units: the role of organizational identification

PurposePast studies have proved the effect of justice on performance. However, the findings across studies have been inconsistent and there remains a substantial unexplained variance between the constructs. Therefore, justice researchers urge for further exploration of the underlying mechanism of the relationship by introducing influencers. This study responds to such call of the researchers by testing the influence of organizational identification (OID) on the justice-performance relationship in the context of Indian Public Sector Units (PSUs).Design/methodology/approachThe study is grounded in the positivism philosophy. The research hypotheses were tested using cross-sectional data gathered using a pre-tested questionnaire. In this study, the authors have used covariance-based structural equation modeling commercial software (AMOS 24.0).FindingsOID did not mediate the relationship between justice facets and performance. Rather, informational justice, followed by procedural and distributive justice had direct positive influences on performance. OID, however, moderated the procedural justice-performance such that the relationship strengthened at higher levels of OID and the interpersonal justice-performance relationship such that the relationship dampened at higher levels of OID. Interestingly, the relationship between interpersonal justice and performance was insignificant in the absence of the moderator, showcasing the strongest case of moderation.Originality/valueThe paper explores OID as an influencer to justice-performance relationship in Indian PSU context for the very first time, thereby highlighting unique finings. It contributes to the further understanding of the unexplained variance in the justice-performance relationship.

How Fair Is My Job? The Effects of Organisational Justice on Job Involvement among Indian IT Workers during COVID-19

Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.

The Effect of Organizational Justice and Service Quality on Customer Perceived Value among University Students: Controlling the Effect of Demographic Variables (Age, Gender, Social-Economic Status, and GPA)

This study investigates the effect of a university's organizational justice and service quality on the students' perceived value of higher education institutions. Many studies have investigated the importance of customer perceived value in business. Several predictors have been identified, such as service quality and fairness in service. However, business and public sector services have distinct characteristics that define each sector. Considering the importance of education services and the role of higher education institutions, this study explored the contribution of organizational justice and service quality to students' perceived value. There were 517 students from higher education institutions who participated in the study. They were recruited through online advertisements, and the survey was completed online. The results confirmed the contribution of organizational justice and service quality to students' perceived value. The results were consistent after controlling the effect of other demographic variables (e.g., gender). This study suggested that organizational justice and service quality should be fostered in Indonesian higher education institutions. Organizational justice in higher education can instil a sense of proper educational management while service quality assures the university's high standard of services. Like other customers in business, students in higher education also expect value for their education. However, if they find injustice and poor services at their university, they will be more likely to perceive low value. This study has confirmed the application of organizational justice and quality service theory in higher education services.

The Effect of Organizational Justice and Spiritual Value On Employee Engagement and Turnover Intention

This study aims to test and analyze the influence of organizational justice and spiritual value on employee engagement and turnover intention. The population in this study were doctors, paramedics and other non-paramedics at The Unimus Dental and Oral Hospital. Considering the population is only 50 people, the whole sample was used, so this study is a census study. The data source used is primary data obtained from respondents who answered a questionnaire. The data analysis method used is descriptive analysis of variables and partial least square test. The results of this study are 1) organizational justice and spiritual value affect employee engagement, 2) spiritual value and employee engagement are influential in reducing turnover intention, 3) Employee engagement can play a role in mediating organizational justice and spiritual value against turnover intention. The results of this research show that to minimize the turnover intention, there should be efforts on the part of hospital management to provide fairness to its employees, such as the ability to adjust the workload in men and women, the fair attitude of supervisors, the similarity in providing assessments, the importance discussing work results and fair attitudes given by employees in expressing opinions. Other efforts can also be seen from the application of spiritual values at work, namely providing service with earnestly and being courteous to the community or patients.

The mediating role of organizational silence in the relationship between organizational justice and organizational creativity

PurposeThe purpose of this study is to determine the relationships between organizational justice, organizational silence and organizational creativity and to examine the mediating role of organizational silence in the effect of organizational justice on organizational creativity.Design/methodology/approachResearch data were collected using a face-to-face survey method applied to employees in the automotive industry in Turkey. The research model and hypotheses were tested by structural equation modeling.FindingsResearch results indicate that organizational justice positively affects organizational silence, organizational creativity is positively affected by organizational justice and organizational silence positively affects organizational creativity. Besides, according to the results, organizational silence has a partial mediating role in the effect of organizational justice on organizational creativity.Originality/valueAlthough the relationships between organizational justice, organizational silence and organizational creativity were examined in previous studies in the literature, the role of organizational silence in the relationship between organizational justice and organizational creativity was not investigated. Besides, although previous studies examined the mediating role of variables that are thought to have a positive effect on the organization between organizational justice and organizational creativity, they did not study the role of a variable of organizational silence, which is considered negative. For these reasons, this study is predicted to differentiate the perspective in the literature and fills a gap in the literature.

Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement

PurposeThe purpose of this study is to develop and test a model on antecedents and consequences of employee engagement in the context of information technology (IT) employees.Design/methodology/approachIn this descriptive research, the data were collected from 432 employees working in IT companies operating in India. The authors performed structural equation modeling to test the proposed relationships.FindingsThe results of this study indicate a positive effect of perceived procedural justice, perceived distributive justice and perceived organizational support on employee engagement. Further, the results of this study show a positive effect of employee engagement on employees’ organizational commitment (OC) and a negative effect on employees’ turnover intentions.Research limitations/implicationsAs this study uses self-reported and cross-sectional research design to collect the data, therefore, it limits the generalizations of the results.Practical implicationsThe findings of this study can be beneficial for the senior managers and human resources functionaries by examining the antecedents and consequences of employee engagement.Originality/valueTo the best of the authors’ knowledge, this study is one of the few studies that have examined the mediating role of employee engagement on the relationship among organizational justice, organizational support, OC and employee turnover intentions.

PENGARUH KEADILAN ORGANISASIONAL DAN KETERLIBATAN KERJA TERHADAP KOMITMEN ORGANISASI PADA PEGAWAI DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN KERINCI

This study aims to find out how the Effect of Organizational Justice and Work Engagement on Organizational Commitment to the Staff of the Population and Civil Registration Office of Kerinci Regency. The technique of collecting data using a questionnaire after testing the validity and reliability. Data analysis techniques are carried out using, multiple linear regression analysis, hypothesis testing, coefficient of determination (R2). The results of this study indicate that: There is a significant effect between Organizational Justice on Organizational Commitment to the Staff of the Population and Civil Registration Office of Kerinci Regency, this is evidenced by t count> t table (3.431> 2.04227). There is a significant influence between Organizational work involvement on Organizational Commitment to the Staff of the Population and Civil Registration Office of Kerinci Regency, this is evidenced by t count> t table (4,192> 2,04227). There is the influence of organizational justice and work involvement affect the organizational commitment of the Department of Population and Civil Registration Staff Kerinci Regency simultaneously, this is evidenced by F count> Ftable (15,049> 3,32). The magnitude of the influence of organizational justice and work involvement on organizational commitment in the Department of Population and Civil Registration staff of Kerinci Regency is 50.1%, while the remaining 48.9% is explained by other causal factors not examined in this study

Analysis of The Effect of Organizational Justice, Worklife Balance on Employee Engagement and Turnover Intention

The problem that managers or leaders face in an organization or company to compete in ensuring the organization's survival is the existence of employees as human resource assets. Turnover intentions arise in employees when there is perceived injustice and work-life balance in the company because needs are not met. This study uses a quantitative approach, with the type and source of data in this study being primary data in the form of a questionnaire given to the entire sample of 70 employees of PT. BSB–Kalla Group. Data analysis used a quantitative method with SEM using the SmartPLS. The study results found that employee engagement cannot be a mediating variable on organizational justice and work-life balance on turnover intention. The direct effect shows positive and significant results from the two independent variables on the dependent variable. Indirectly mediated by employee engagement, the two independent variables negatively affect the dependent variable on the turnover intention. Based on the results of the research and discussion described previously, it can be concluded in this study that turnover intention is determined by the application of organizational justice to the company and creates a work-life balance for each employee through employee engagement as a mediating variable.

The effect of Organizational Justice on Organizational Commitment in the Public Universities in Amhara region

The effect of Organizational Justice on Organizational Commitment in the Public Universities in Amhara region

Does work-life balance and organizational justice affect female nurses’ performance in a pandemic era?

Nowadays, the study on antecedents of employee performance is of great importance. This paper aims to investigate the direct and indirect effects of female nurses’ performance antecedents, with organizational commitment as a mediating variable. The variables of work-life balance and organizational justice are also analyzed. The study was carried out at four government hospitals in the Indonesian province of Bali, with 285 female nurses as respondents. The paper employs total sampling as a sampling technique. SmartPLS software was used to perform data analysis using partial least squares. The findings show that various antecedents of female nurses’ performance have a significant positive effect. However, organizational justice has no significant effect. The results revealed a link between different female nurses’ performance antecedents. With a t-statistic value of 7.986, organizational commitment is more effective than the other antecedents. The results revealed a partially mediating effect of work-life balance with a t-statistic value of 3.493. In addition, the effect of organizational justice is fully mediated based on a t-statistic value of 5.097. This study suggested that female nurses’ pay should be calculated based on their workload and job risks.

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

The effects of organizational justice and stressors on organizational citizenship behavior and health among employees in Malaysia: A Multilevel Approach

The effects of organizational justice and stressors on organizational citizenship behavior and health among employees in Malaysia: A Multilevel Approach

Analyzing the Relationships Between Organizational Justice and Job Performance

The current study aimed to investigate the relationship between organizational justice and job performance at selected private businesses in Kurdistan region of Iraq. Using a quantitative search strategy, this study analyzed and measured organizational justice practice and its effect on achieving job performance using a descriptive analytic approach. The effect of organizational justice on workers' productivity was measured with a survey done in the field. Researchers used a questionnaire as their main data collection tool and put it through rigorous testing to make sure it was valid and reliable. Twenty percent of the community study's 120 staff members working in Iraq's Kurdistan region used a simple, random sample. All participants were asked to fill out a questionnaire, and 120 were returned. However, 8 were disqualified from further statistical analysis due to technical flaws, leaving a total of 112 usable questionnaires. The findings revealed that there is a positive and significant relationship between organizational justice and job performance. Moreover, it was found that procedural justice has the strongest relationship with job performance.

The mediating role of organizational commitment and organizational citizenship behavior on the effect of organizational justice on the performance of civil servants

This study aimed to develop a conceptual model of the mediating role of organizational commitment and organizational citizenship behavior on the influence of organizational justice on the performance of civil servants in the Pekanbaru Municipal Government. The sample was 147 civil servants in the Pekanbaru Municipal Government. The sampling was done using systematic sampling while the data processing was done using Structural Equation Modeling Partial Least Square (SEM PLS). The findings in this study are organizational justice has a positive influence on the performance of civil servants in the Pekanbaru Municipal Government, organizational citizenship behavior mediates the influence of organizational justice on the performance of civil servants in the Pekanbaru Municipal Government, organizational commitment does not mediate the influence of organizational justice on the performance of civil servants in the Pekanbaru Municipal Government. The most effective pathway in influencing employee performance is the mediating pathway of organizational citizenship behavior on the influence of organizational justice on the performance of civil servants.

ROLE OF MEDIATING JOB SATISFACTION TO IMPROVE ORGANIZATIONAL JUSTICE AND TURNOVER INTENTIONS

This study aims to examine the effect of Organizational Justice on Turnover Intention at PT. Tiga Serangkai Pustaka Mandiri in Sumatra regional office, either directly or through Job Satisfaction as a mediating variable. The study used a survey research design by distributing questionnaires to 101 employees. This study measures Organizational Justice as an independent variable, Job Satisfaction as a mediating variable, and Turnover Intention as the dependent variable. The data was analyzed by PLS-SEM with the SmartPLS 3.0 software tool. The results showed that organizational justice has a negative and significant effect on employees' turnover intention, either directly or through Job Satisfaction. In addition, this study found that job satisfaction can explain the impact of organizational justice on the employees’ turnover intentions of PT. Tiga Serangkai Pustaka Mandiri in Sumatra regional office.

Kecenderungan Kecurangan (Fraud) yang Dipersepsikan Melalui Keadilan Organisasi dan Peran Sistem Pengendalian Intern

Public trust is the main capital of the banking business in carrying out its function of collecting and distributing public funds. Bank management must make efforts to maintain and maintain this trust in order to gain sympathy from prospective customers, such as obeying existing regulations and not making mistakes that cause irregularities and fraud. Fraud can be carried out by internal or external parties. One of the motivations for someone to commit fraud is a sense of justice. An individual who feels that he is being treated unfairly tends to act against the goals of the organization. In addition, the ineffectiveness of the internal control system allows opportunities to commit fraud that will have a negative impact on the company. This study aims to determine the effect of organizational justice and the role of the internal control system on fraud. Respondents as many as 164 employees of the main branch office of a government bank in the city of Padang were used as samples. The method that will be applied to analyze the data is multiple linear regression analysis with SPSS v.25 program. The results show that organizational justice and the role of the internal control system affect organizational fraud. This research can have implications for organizations to provide behavioral justice for each employee so that employee intentions to commit fraud can be avoided.

KNOWLEDGE SHARING MEMEDIASI PENGARUH KEADILAN ORGANISASI TERHADAP PERILAKU INOVATIF KARYAWAN PADA INDUSTRI KERAJINAN KAYU

Human Resources are an important element in an organization and required to be innovative, provide new ideas or ideas that can be a competitive advantage for the company itself. This research was conducted to determine effect of organizational justice on employee innovative behavior with knowledge sharing as a mediating variable at Wood Craft Industry in Gianyar Regency with a sample size of 94 employees through the saturated sample method. Data collection was carried out through interviews and questionnaires. The data analysis used is Path Analysis. The results show that organizational justice has a positive and significant effect on employee innovative behavior, organizational justice has a positive and significant effect on knowledge sharing, knowledge sharing mediates between organizational justice and employees' innovative behavior. Theoretically, this study also provides an understanding that organizational justice will better influence employee innovative behavior if it is mediated by knowledge sharing.
 Keywords: Organizational Justice, Employee Innovative Behavior, Knowledge Sharing.

The effects of organizational justice, trust and supervisor–subordinate guanxi on organizational citizenship behavior: a social-exchange perspective

PurposeThis study aims to use a social exchange perspective to investigate the influence of organizational justice on organizational citizenship behavior (OCB).Design/methodology/approachSurvey and interview data were collected from a sample of insurance firm sales representatives in Taiwan. Structural equation modeling was deployed to explore the relationship between organizational justice, trust, supervisor–subordinate guanxi and OCB.FindingsThe findings offer important theoretical, managerial and social implications for life insurers’ human resource managers.Practical implicationsOrganizational justice is a primary influence on OCB, which is connected with the underlying mediating mechanism of trust (trust in supervisor and trust in subordinate) and supervisor–subordinate guanxi (i.e. off-the-job activities).Social implicationsSubordinates can enhance guanxi with their supervisors to create a more harmonious working environment, creating mutual trust. The results suggest that supervisor–subordinate guanxi is based on long-term social exchange. How to balance fairness and efficiency is an import question for decision-makers.Originality/valueThis study’s examination of the role of trust and supervisor–subordinate guanxi in mediating the relationship between organizational justice and OCB expands the organizational behavior literature into a different industry (life insurance) and cultural context (Taiwan).

Exploring the Effects of Organizational Structure Variables on the Organizational Justice Perceptions of Correctional Staff

Research examining the effect of organizational justice on the correctional environment is typically limited to its consequences on various outcomes. Absent from this body of literature is how perceptions of organizational justice are formed among correctional staff. Filling this void and using data from a Midwestern correctional facility, the current study examines the impact of instrumental communication, integration, formalization, and input into decision-making on the distributive and procedural justice perceptions of correctional staff. With the exception of integration, all organizational structure variables were significantly related to both forms of organizational justice. These findings offer correctional administrators a low cost and practical solution for enhancing organizational justice through organizational structure.