Effects Of Distributive Justice Research Articles

Pengaruh Distributive Justice dan Procedural Justice Terhadap Organizational Citizenship Behavior Toward Organization dengan Affective Commitment Sebagai Variabel Mediasi pada Dinas Sosial Kabupaten Bangkalan

In today's globalised bureaucracy, it is not enough for employees to simply do the job they were hired to do. Many agencies expect their members to not only focus on and complete their own main tasks, but also proactively help their colleagues and the organisation, therefore, OCB is important in today's world of bureaucrats, where organisations must be increasingly effective to survive. As a result, researchers are encouraged to develop a deeper understanding of the variables associated with OCB. This study aims to determine the effect of distributive justice and procedural justice variables on OCB and also the mediating effect of affective commitment on the relationship between the two. The results showed that distributive justice and procedural justice had a significant positive effect on affective commitment, affective commitment had a significant positive effect on OCB aimed at the organisation (OCB-O), distributive and procedural justice had an insignificant positive effect on OCB aimed at the organisation (OCB-O), and affective commitment was partially proven to mediate the relationship between distributive and procedural justice with OCB-O.

Literature Review: Study of the Effect of Distributive Justice on Employee Performance

This paper aims to identify research trends on distributive justice on employee performance globally. The method used in this study is qualitative research with a bibliometric analysis. As for the data found, 107 documents were obtained and analyzed from 2014-2023. This dataset was converted to CSV format and for Bibliometrix in the analysis using VOSviewer. The study included publication distribution year, country, keywords, and authors. This study shows that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 and 2022 are the years with the highest number of research publications in the distributive justice and employee performance theme. The United States, with 28 documents, is considered the country that contributes the most to publications in this study. The study focuses on the influence of autonomous motivation on workplace performance, further emphasizing the importance of employee engagement and distributive justice. The results can help scholars quickly understand the distributive justice to employee performance research. The paper also provides an alternative approach to conducting a literature review with computer-aided analysis programs.

The effect of Distributive Justice, Procedural Justice, and Interactional Justice on Job Satisfaction of Employees of The Tax Service Office (KPP) Pratama Sidoarjo Utara

This research aims to analyze the influence of Distributive Justice, Procedural Justice, and Interactional Justice on the Job Satisfaction of employees at the North Sidoarjo Primary Tax Office (KPP Pratama Sidoarjo Utara). The research type is an influence study. The population in this research consists of 102 employees at KPP Pratama Sidoarjo Utara. The research sample was calculated using the Slovin formula, resulting in a sample size of 84. Data collection was conducted using a questionnaire, and variable measurement used the Likert scale. Data analysis utilized multiple linear regression and hypothesis testing. The research results form the regression equation as follows: Y = 1.641 + 0.203X1 + 0.225X2 + 0.489X3. The hypothesis testing results indicate that: 1) Distributive Justice, Procedural Justice, and Interactional Justice simultaneously have a significant influence on the Job Satisfaction of employees at the North Sidoarjo Primary Tax Office (KPP Pratama Sidoarjo Utara); 2) Distributive Justice partially has a significant influence on the Job Satisfaction of employees at the North Sidoarjo Primary Tax Office (KPP Pratama Sidoarjo Utara); 3) Procedural Justice partially has a significant influence on the Job Satisfaction of employees at the North Sidoarjo Primary Tax Office (KPP Pratama Sidoarjo Utara); 4) Interactional Justice partially has a significant influence on the Job Satisfaction of employees at the North Sidoarjo Primary Tax Office (KPP Pratama Sidoarjo Utara).

Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees

The government sector in South Korea is witnessing a significant increase in employee turnover rates, a phenomenon that challenges the notion of organizational sustainability. This trend is particularly influenced by the influx of Generation MZ public employees who possess professional values distinct from those of older generations, thereby eroding the longstanding view of public service as a lifelong commitment. This shift necessitates the implementation of human resource management strategies that prioritize organizational justice to effectively reduce turnover intention in public employees, especially among the MZ generation, whose members strongly demand fair compensation and treatment. This study delves into the impact of distributive, procedural, and interactional justice on the turnover intentions of public employees while also exploring how these effects vary between Generation MZ and older generations. The study’s findings indicate that all three dimensions of justice inversely affect turnover intention. Interestingly, while generational differences do not significantly moderate the effects of distributive justice and interactional justice on turnover intentions, the influence of procedural justice in mitigating turnover intention is more pronounced among Generation MZ employees compared to their older counterparts. These insights highlight the critical need for human resource practices that bolster organizational justice. In public organizations with a significant number of Generation MZ employees, enhancing procedural justice can effectively reduce their intentions to leave. Additionally, the study underscores the importance of devising generational management strategies, particularly those that focus on fair processes for compensation distribution and supervisor treatment, to curb turnover intention, especially within the Generation MZ cohort of public employees in South Korea.

Pengaruh Keadilan Distributif Budaya Organisasi Kepuasan Kerja Terhadap Komitmen Afektif pada Pegawai BKAD Kabupaten Kulon Progo

This research was conducted with the aim of knowing the effect of distributive justice, organizational culture, job satisfaction on affective commitment. The method used in this research is to use quantitative methods. Data collection techniques in this study used a questionnaire method. The population in this study were employees of the Badan Keuangan dan Aset Daerah (BKAD) of Kulon Progo Regency. The sampling technique used a non-probability model with a total sample of 57 employees of the Badan Keuangan dan Aset Daerah (BKAD) of Kulon Progo Regency. From the T test, the results of distributive justice (X1) have a significant effect on affective commitment (Y) with a sig. of 0.004 <0.05. Organizational culture (X2) has a significant effect on employee performance (Y) with a sig. of 0.000 < 0.05. and job satisfaction (X3) has a significant effect on affective commitment (Y) with a sig. of 0.009 <0.05.

The Effect of Distributive Justice and Procedural Justice on Performance with Job Satisfaction as a Mediation Variables for Honorer Teacher of Islamic Senior High School in Pacitan Regency

This study aims to analyze the effect of distributive justice and procedural justice on performance with job satisfaction as a mediating variable for honorary teachers at Madrasah Aliyah in Pacitan Regency. Respondents in this study were honorary teachers or non-permanent teachers at Madrasah Aliyah in Pacitan Regency, East Java. The sample used is 200 respondents, taken by saturation sampling technique. The data analysis technique used multiple regression analysis and data processing using IBM SPSS 21 software. This study found that distributive justice and procedural justice have a direct positive effect on performance. Distributive justice and procedural justice have a direct positive effect on job satisfaction. The work goals have a direct and significant positive effect on performance. The purpose of mediating the effect of distributive justice on performance. The purpose of mediating the effect of procedural fairness on performance. The difference between this study and previous research is that the object of this research is only focused on the Pacitan Regency area, while the research subjects are representatives of honorary teachers in the Pacitan Regency at the Madrasah Aliyah level. This study focuses on factors that affect performance, namely job satisfaction, procedural justice, and distributive justice. Based on this research, Kemenag or Kemendikbud Pacitan in the future can pay attention to the variables of this research aspect in the decision-making process and pay more attention to the welfare of honorary teachers. Limitations in the data collection process, the information provided by respondents through questionnaires sometimes does not show the respondent's actual opinion, this happens because sometimes there are differences in thoughts, assumptions, and different understandings of each respondent, as well as other factors such as honesty in filling out respondents' opinions in the questionnaire.

The Effect of Distributive Justice, Procedural Justice, Interactional Justice on Engagement and Village Apparatus Performance in Indonesia

Indonesia is the third largest democracy in the world, in an effort to improve the quality of democracy, Law No. 23 of 2014 concerning Regional Government and Law No. 6 of 2014 concerning Villages were drafted. Development is expected to be carried out based on the authority of government organisations at the central level, provincial level, district level, sub-district level and village level. This study aims to investigate the effect of distributive justice, procedural justice, and interactional justice on village apparatus engagement, investigate the effect of distributive justice, procedural justice, and interactional justice on village apparatus performance, the effect of village apparatus engagement on village apparatus performance and the effect of distributive justice, procedural justice, and interactional justice on village apparatus performance through village apparatus engagement. This study uses the following research methods: the research sample totalled 340 respondents with non-probability sampling technique, model measurement using Confirmatory Factor Analysis (CFA) and structural test model using Stuctural Equation Model (SEM).The results showed that 1) distributive justice, procedural justice, interactional justice have a positive and significant influence on village apparatus attachment, 2) distributive justice, procedural justice, interactional justice have a positive and significant influence on village apparatus performance, 3) village apparatus engagementhas a positive and significant impact on village apparatus performance, 4) village apparatus engagementplays an important role as a mediator in influencing between distributive justice, procedural justice, interactional justice, and village apparatus performance. These findings suggest that an increase in justice within the village apparatus can strengthen the village apparatus' attachment, which in turn, improves its performance in carrying out the duties and responsibilities of the village apparatus.This research has important implications for village governance management. Village governments and other stakeholders may consider efforts to improve fairness in resource allocation and decision-making processes within the village apparatus. In addition, increasing the engagement of village apparatus members through the development of relationships among village apparatus members and ethical interactions may also improve their performance.

Pengaruh Keadilan Distributif dan Keadilan Prosedural Terhadap Keterikatan Karyawan dengan Persepsi Dukungan Organisasi sebagai Variabel Mediasi PT Ramayana Plaza Andalas Kota Padang Tahun 2022

Work engagement has always been an important issue in the world of work, this is closely related to the quality of Human Resources which will then determine the success and progress of a company. The purpose of the study was to determine the effect of distribution and justice procedures on employee engagement with perceived organizational support as a mediating variable at PT Ramayana Plaza Andalas, Padang City in 2022. The data collection methods were field research and library research. Types and sources of data are primary data and secondary data. The population of this study were all employees of the Ramayana Plaza Andalas Company, Padang City, amounting to 150 people and a sample of 60 people. The analysis method uses path analysis. The results of the study are: (1) distributive justice and procedural justice variables together have a significant effect on employee engagement at PT Ramayana Plaza Andalas, (2) directly distributive justice has a significant effect on perceptions of organizational support for PT Ramayana Plaza Andalas. (3) direct procedural justice has a significant effect on organizational support for PT Ramayana Plaza Andalas, (4) directly distributive justice has a significant effect on employee engagement at PT Ramayana Plaza Andalas. (5) directly procedural justice has a significant effect on employee engagement at PT Ramayana Plaza Andalas, (6) directly perceived organizational support has a significant effect on employee engagement at PT Ramayana Plaza Andalas. (7) there is an effect of distributive justice on employee engagement through perceived organizational support, (8) there is an effect of procedural justice on employee engagement through perceived organizational support.

Organisational Justice and Employees Affective Commitment: A Perceptual Survey of Police Officers in South-South Nigeria

This study examined the effect of organisational justice on employee affective commitment in Nigeria Police in South-South Nigeria. A survey design was adopted in the study. The population of the study was 4520 from which a Sample size of 367 was determined using Taro Yamane’s formula. Structured Questionnaire was used to collect data from the respondents. Multiple regression was used to test the hypotheses at 0.05 level of significance. Findings revealed that there was a significant effect of Distributive justice- (P- value 0.006 < 0.05) level of significance, Also, the findings showed that there was no statistically significant effect of Procedural justice ((P-value 0.728 > 0.05) level of significance on employee affective commitment. There was significant effect of Interactional justice (P-value 0.000 < 0.05) level of significance on Employee Affective commitment in Nigeria Police. Moreover, the findings showed statistically significant effect of Organisational culture ((P-value 0.014 > 0.05) level of significance on employee affective commitment. In view of these, it was recommended that the policy makers in Nigeria Police should facilitate rapid implementation of Equality, Equity and Need on Policemen outcomes (Distributive Justice) for more affective commitment in the organisation. Based on the findings of the study, it was concluded that, three organisational variables are statistically significant, except procedural justice.

DISTRIBUTIVE JUSTICE AND PSYCHOLOGICAL WELL-BEING AMONG TEACHERS OF CATHOLIC SCHOOLS IN THE ARCHDIOCESE OF BAMENDA, NORTH WEST REGION OF CAMEROON

The purpose of this study was to investigate the relationship between distributive justice and the psychological well-being of teachers in the Archdiocese of Bamenda North West Region of Cameroon. The main research question for the study was to find out the effect of distributive justice on the psychological well-being of teachers in the Archdiocese of Bamenda, North West Region of Cameroon. The study employed a cross sectional survey research design. The sample for the study comprised of 270 male and female teachers working in Catholic nursery, primary and secondary schools within the Mankon and Bambui Deaneries of the Archdiocese of Bamenda. Data was analysed using descrpive and inferential statistics. Quantitative data were analyzed using the linear regression technique. Findings revealed that 65% of teachers’ responses indicated dissatisfaction with distributive justice in the Catholic Education Agency of the Archdiocese of Bamenda and also that there was no relationship between distributive justice and the psychological well-being of teachers and thus no significant effect of distributive justice on the psychological well-being of teachers of the Archdiocese of Bamenda. Based on the findings, the study recommended that the government should effectively follow-up, monitor and audit the channels of paying subvention funds to beneficiary private sector teachers to ensure that the money reaches the intended beneficiaries uncompromised. The study further recommended that private sector education employers should uphold honesty, accountability and transparency in the management of subventions and payment of salaries to teachers and that they allow private sector education teachers to exercise their right to form trade union to defend their labour interests.

THE EFFECTS OF DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE AND INTERACTIONAL JUSTICE ON ORGANIZATIONAL COMMITMENT (Study on Serambi Indonesia Employees of PT.Aceh Media Graphic)

This study to determine the effect of distributive justice, procedural justice, and interactional justice on the organizational commitment of employees at Serambi Indonesia PT Aceh Media Graphic. This study involved 68 permanent employees at Serambi Indonesia. The data collection in this study was carried out using primary data with interviews and questionnaires. The data analysis technique in this study used multiple linear regression analysis and the results showed that Distributive Justice had a positive and significant effect on organizational commitment, procedural justice had a positive and significant effect on organizational commitment and interactional justice had a positive and insignificant effect on organizational commitment. For further research,.

PENGARUH KEADILAN ORGANISASIONAL TERHADAP KINERJA PEGAWAI KANTOR KELURAHAN DI KECAMATAN PONOROGO KABUPATEN PONOROGO

The purpose of this study is to describe the effect of distributive justice,procedural justice and interactional justice on employee performance. This typeof research is survey and classified in explanatory research. This research wasconducted in all Kelurahan Office in Ponorogo District,Ponorogo Regency. Thepopulation of this research is the employees of the Kelurahan Office in Ponorogodistrict, Ponorogo Regency, amounting to 187 employees. The research samplewas 94 people with proportional cluster random sampling technique. Datacollection techniques used questionnaires and literature studies. The data analysistechnique used multiple linear regression. The results showed that distributivejustice had a positive and significant effect on employee performance).Procedural justice has a positive and significant effect on employee performance.Interactional justice has a positive and significant effect on employeeperformance). Distributive justice, procedural justice and interactional justicehave a simultaneous effect on employee performance).Keywords: distributive justice, procedural justice, interactional justice,employee performance

Why is India a popular destination for Bangladeshi medical tourists? A study based on perceived justice by Bangladeshi patients

PurposeThere is evidence of Bangladeshi citizens travelling to India to receive medical treatments, known as medical tourism. This study aims to explore the perceived justice dimensions of Bangladeshi patients towards domestic health care and the effects of these dimensions on their intention for outbound tourism to India.Design/methodology/approachData from 307 Bangladeshi medical tourists were collected to test the proposed model. The data has been interpreted through the proposed model with covariance-based structural equation modelling in AMOS. To produce the results, the measurement model and structural model were examined.FindingsThe analysis confirmed the significant impact of procedural, informational and interpersonal justice dimensions on patients’ health-care experiences. However, the effect of distributive justice on patient experience has been found insignificant. The study also revealed a significant negative impact of patient satisfaction on outbound medical tourism intention. Thus, it raises concerns for the local medical service providers about improving patient satisfaction.Practical implicationsThe findings of this paper can be applicable for health-care practitioners and policymakers in emerging countries to improve the bottlenecks of the health-care system for increasing patients’ service experiences and reducing the intention of patients for outbound medical tourism.Originality/valueThe research on perceived justice theory regarding the intention of medical tourism is limited. This research is one of the few studies to combine perceived justice theory with trust and medical tourism decision-making. Using the lens of perceived justice, this research argues that the decrease in perceived justice negatively affects the patients’ service experience, trust and loyalty to the service provider.

When a third party is a third chance: The impact of mediation on relationship quality with the firm in the post-recovery stage

The demand for mediation, in which a neutral third party offers advice to resolve a customer–firm conflict, continues to increase steadily in Europe. This article is the first to consider the recourse to mediation as a stage of the service recovery journey and empirically examine how the intervention of a mediator affects customer relationship quality in the post-recovery stage. The results indicate that the mediation outcome affects customers’ loyalty intentions toward the firm through the mediating effect of distributive justice. Considering neutrality as the foundational element of the mediation process, this research reveals a moderating impact of the mediation type (internal vs external) on the relationship between the mediation outcome and customers’ loyalty intentions toward the firm. The findings highlight the efficiency of the internal mediation over the external one after a favorable outcome and encourage firms to leverage mediation strategically to maintain customers, because it represents the last chance for firms to recover from the service failure.

Pengaruh Keadilan Organisasi Terhadap Kinerja Pegawai : Peran Mediasi Organizational Citizenship Behavior

The purpose of this research to analyze the effect of organizational justice on employee performance. Analyzing the effect of organizational citizenship behavior on employee performance, analyzing the mediating role of organizational citizenship behavior on the effect of distributive justice on employee performance and analyzing the mediating role of organizational citizenship behavior on the effect of procedural justice on employee performance at the Center for the Development of Quality Assurance for Vocational Education in the Field of Building and Electrical Fields, Medan. This type of research is associative. The approach used is associative and quantitative. So based on a population of 150 people, the sample taken is 122 people. Data collection techniques in this study were interviews, questionnaires. This data will be analyzed with a quantitative approach using statistical analysis, namely the partial least square - structural inquiry model (PLS- SEM). The results showed that Distributive Justice had a positive but not significant effect on Organizational Citizenship Behavior. Procedural Justice has a positive and significant effect on Organizational Citizenship Behavior. Distributive Justice has a positive and significant effect on employee performance. Procedural Justice has a positive and significant effect on employee performance. Organizational Citizenship Behavior has a positive and significant effect on employee performance. Organizational Citizenship Behavior cannot mediate or mediate the effect of Distributive Justice on Employee Performance. Organizational Citizenship Behavior mediates or mediates the effect of Procedural Justice on Employee Performance.

Impact of Ki Hajar Dewantara's Leadership and Emotional Intelligence on Turnover Intention: The Mediating Effect Of Distributive Justice

Purpose - The rise of employee turnover intention in the organization will affect organizational performance and hinder the implementation of work programs. This study aims to analyze and empirically test the effect of Ki Hajar Dewantara's leadership trilogy and emotional intelligence on turnover intention mediated by distributive justice. Design/methodology/approach – The samples used amounted to 60 respondents with sample selection techniques using saturated sample techniques (census). This research is a quantitative study that uses questionnaires as the main data collection tool with a Likert scale. Data analysis methods using descriptive and inferential analysis, the analytical tool used is variance-based Partial Least Square (PLS) SEM, with SmartPLS V.4.0 software. PLS testing consists of indicator testing, model fit, hypothesis testing and mediation analysis. Conclusion – The results of this study indicate that the high level of Ki Hajar Dewantara's leadership and emotional intelligence does not affect the high level of turnover intention; Ki Hajar Dewantara's leadership trilogy and emotional intelligence have a significant positive effect on distributive justice; and distributive justice has a significant negative effect on turnover intention

Distributive Justice, Goal Clarity, and Organizational Citizenship Behavior: The Moderating Role of Transactional and Transformational Leadership

Although the relationships between managerial practices and work-related outcomes are contingent on leadership behaviors, little scholarly attention has been paid to how leadership styles shape the impact of distributive justice and goal clarity on employees’ organizational citizenship behavior (OCB) in the field of organizational behavior and management. In this context, this study examines the direct effects of distributive justice and goal clarity on OCB based on two motivation theories, equity theory and goal-setting theory, as well as the moderating role of transactional and transformational leadership in the relationships based on social exchange theory. Using survey data from a sample of 4133 public employees drawn from Korean central and local governments and ordinary least square regression models, we found that distributive justice is negatively related to OCB, whereas goal clarity is positively related to OCB. Further analysis shows that while transactional leadership weakens the negative relationship between distributive justice and OCB, transformational leadership strengthens the positive relationship between goal clarity and OCB. Consequently, our study provides meaningful implications for public managers and organizations that should be considered in order to implement effective managerial practices based on the fitness between employee motivation processes and leadership styles to encourage employees to exhibit OCB. This will enhance organizational performance and sustainability.

DISTRIBUTIVE JUSTICE, INDIVIDUAL SPIRITUALITY, AND DEVIANT BEHAVIOUR AMONG ACADEMICS AT TARABA STATE UNIVERSITY

The study examined the effect of distributive justice on deviant behaviour, and the moderating role of individual spirituality among university academics at Taraba State University. Relevant literatures on distributive justice, deviant behaviour and spirituality were reviewed under conceptual, theoretical, and empirical review. The study was anchored on social exchange theory and person organisational fit theory. A descriptive survey research design method was used. The target population for the study is 586 academics at Taraba State University. The sample size was 226. The study employed a purposive sampling technique. The structural questionnaire was used to source data from the respondents. The researcher distributed 300 questionnaires, but only 190 copies were retrieved, and used for the analysis. Structural equation modeling specifically Partial least squares (PLS) software version 4 was used to test the hypotheses formulated. The findings of the study revealed that distributive justice has a negative and significant effect on the deviant behaviour of academics at Taraba State University. Individual spirituality does not moderate the relationship between distributive justice and deviant behaviour. The study recommends that the government and management of the university should ensure that academics’ salaries, benefits, allowances, and promotions are given to them at the right time to reduce deviant behaviour.

Organizational Commitment as Intervening Variables on the Effect of Distributive Justice, Procedural Justice and Interactional Justice on Job Satisfaction (Case Study: Sales & Distribution Division of Food FMCG Company in Indonesia

Organizational Commitment as Intervening Variables on the Effect of Distributive Justice, Procedural Justice and Interactional Justice on Job Satisfaction (Case Study: Sales & Distribution Division of Food FMCG Company in Indonesia

Organizational fairness and task performance: a study between different activities and positions in the justice sector

Purpose: This study analyzes the effects of organizational justice on the performance of tasks in the justice sector, divided by activity and position. Design/methodology/approach: We applied structural equations to a sample of 474 employees of the Public Prosecutor. Findings: A direct and positive effect of distributive justice and interactional justice on task performance was discovered. However, aspects of procedural justice do not have a significant relationship with task performance. The performance of non-core activities is positively influenced by interactional justice and the final activity by distributive justice. As for the positions, the interactional dimension has a significant magnitude in the position of analyst, while the distributive and procedural justice affect the performance of the technician's positions. Practical implications: These findings provide an understanding of how organizations can build their organizational structure between middle and end activities, to increase the perception of justice of their servers, and consequently improving the performance of activities. Originality: The article explores in an unprecedented way the perception of organizational justice in different work functions - the core activity and the non-core activity.