Impact Of Organizational Justice Research Articles

THE ORGANIZATIONAL JUSTICE IMPLICATIONS IN ENHANCING THE INTEGRITY OF ADMINISTRATIVE LEADERSHIP

This research aims to explore the nature of the impact of organizational justice on the integrity of administrative leadership, for a sample of employees at the College of Management and Economics at the University of Al-Qadisiyah, through distributing a questionnaire totaling 60, of which 50 were valid for analysis and 10 were invalid, with a response rate of 83%. Organizational justice was expressed as an independent variable through three dimensions: distributive justice, procedural justice, and interactional justice, based on the scale developed by Niehoff & Moorman (1993), while the integrity of leadership was expressed as a dependent variable through five dimensions: courage, humility, fairness, rationality, and humanity, based on the scale by Wang & Hackett (2015). Several measurement tools were used in the practical aspect, relying on SPSS statistical analysis software to calculate means, standard deviations, linear regression analysis, and correlation, in addition to using the T-test. The research concluded with a number of findings, the most important of which indicated that the level of organizational justice enjoyed by the officials in the researched organization was at moderate levels according to the opinions of the research sample. The research also provided a set of recommendations, the most important of which emphasized the necessity of enhancing all dimensions of organizational justice, including distributive, procedural, and interactional, in organizations due to their significant role in creating sound administrative leadership that fosters a positive and constructive work environment, ensuring the existence of an integrated organizational unit.

Role of responsible leadership influence to reduce turnover intentions: a double-mediation framework

Purpose This study aims to propose a double-mediation effect of organizational justice and affective commitment (AC) through which responsible leadership (RL) influences to reduce turnover intention (TI). Design/methodology/approach The association between responsible leadership and TI, as well as the double-mediating effect of organizational justice and AC, was investigated using an integrated model. Structural equation modeling and Process Macro were used to validate the hypothesized correlations by analyzing the responses of 391 employees working in the Indian health-care sector. Findings The outcomes revealed a significant positive association between responsible leadership, organizational justice and AC, as well as a negative association between organizational justice, AC and TI. Moreover, the findings verified the association between responsible leadership and TI. Practical implications This study explored the double-mediating impact of organizational justice and AC on the association between responsible leadership and TI. It also supports the expert in guiding and performing the policy review as an outcome of this relationship. Originality/value The primary theoretical contribution of this study is to examine the relationship between RL and TI. This study examined the role of organizational justice (OJ) and AC as double mediators in the relationship between RL and TIs. Moreover, it has significant effects on the development of literature about RL, OJ, AC and TI.

Assessment of Employee Well-Being on Organisational Effectiveness & Productivity: A Literature Review

This paper examines the various and complex aspects of employee well-being, including global and individual perspectives. The study examines the pivotal role of leadership, organizational culture, job satisfaction, job quality, age and gender dynamics, and family-friendly practices in shaping employee well-being. Through a synthesis of existing research, key findings emerge, highlighting the significance of engaged leadership in promoting employee performance and well-being. Additionally, the impact of organizational justice and supportive work environments on employee perceptions of fairness and well-being is discussed. Furthermore, the relationship between job satisfaction, job quality, and employee well-being is explored, emphasizing the importance of addressing diverse employee needs. The study also delves into age and gender differences in well-being, as well as the influence of family-friendly practices on reducing work-life conflict. Overall, this literature review provides valuable insights for organizations seeking to prioritize employee well-being as a strategic imperative in today's dynamic business landscape, ultimately contributing to enhanced organizational performance and success.

The Influence of Organizational Justice, and Teamwork towards the Employee Performance with Intrinsic Motivation as an Intervening Variable

Previous research has discussed a lot about the effect of organizational justice on performance. However, there are still inconsistencies and substantial differences between constructions. For this reason, this research goals to determine the impact of organizational justice and teamwork on employee performance with intrinsic motivation as an intermediary variable. This research was conducted at an agrochemical company in Merak, Banten, with a total of 98 respondents. This type of research is explanatory research in which the relationship between variables is explained by testing the hypothesis. Data from the questionnaires collected were then analyzed using SmartPLS 4 software. The results of the analysis showed that (1) organizational justice has a positive and significant impact on performance, (2) teamwork has a positive and significant impact on performance, (3) intrinsic motivation has a positive and significant impact on performance, (4) organizational justice has no significant impact on intrinsic motivation, (5) teamwork has a positive and significant effect on intrinsic motivation, (6) intrinsic motivation positively and significantly mediates teamwork and performance, (7) intrinsic motivation does not significantly mediate organizational justice and performance. The results of this study can be implemented by organizations to focus more on developing variables that have a significant impact on employee performance.

Impact of Organizational Justice and Organizational Culture on Employees' Commitment with Mediating Role of Employees' Satisfaction and Moderating Role of Work Environment: Evidence from Pakistan

This paper is an attempt to explore the impact of organizational justice and organizational culture on employees' commitment in of Pakistani telecom sector. A questionnaire is administered to a sample of randomly selected 240 employees working in Islamabad and Rawalpindi. Reliability, descriptive statistics and regression analysis have been used for analysis. Results of the study reveal that organizational justice and organizational culture have a direct positive impact on employees' commitment. There is a mediating role of Job satisfaction between organizational justice and organizational culture and employee commitment and a moderating role of Work environment between job satisfaction and employee commitment. The study provides valuable suggestions both for managers and academicians.

일선 경찰관의 민주적 법집행의지에 대한 구조방정식 모형분석

Numerous studies have identified the impact of police self-legitimacy on support for democratic policing. In Korea, a study exploring legitimacy has been underway from the law enforcement's perspective since 2022. This study introduced the concept of police self-legitimacy, which employed a structural equation model analysis to evaluate whether a linear relationship could be predicted in a single model, with self-legitimacy as a mediator, between independent variables and dependent variables.
 Among the independent variables only the relationship with citizens significantly affected the support for democratic policing. The impact of organizational justice and the relationship with superiors, however, was not exist. Among the mediator, it was evident that only self-assesed legitimacy influenced the support for democratic policing, whereas the effect of external legitimacy was not exist. Additionally, the study found that self-assessed legitimacy mediated the influence of citizen relationships on the commitment to support democratic law enforcement. Theoretically, it was anticipated that external legitimacy would exhibit a stronger connection with citizens. So, further exploration should be needed to understand the outcomes via indirect effects mediated by self-assessed legitimacy. This study offers the opportunity to shift the focus towards the normative aspects of law enforcement. By contrasting other viewpoints of both citizens and police police legitimacy, police legitimacy can be comprehended more systematically.

Analisis Hubungan Keadilan Organisasional dan Budaya Organisasional terhadap Komitmen Organisasional Karyawan Swalayan

The primary objective of this research is to examine and evaluate the impact of organisational justice and organisational culture on employee organisational commitment within the context of Garuda Mitra Supermarket Pontianak. The sample size for this study consisted of 69 individuals who were employed throughout the period in which this research was carried out. The employed study methodology entails a descriptive quantitative causal survey. The census sampling approach was employed, wherein all populations were utilised as samples. The data that was gathered was subjected to analysis using SPSS version 23. The hypothesis is tested using the statistical technique of multiple linear regression analysis. The findings of the study indicate that there is a positive and statistically significant relationship between organisational justice and employee organisational commitment. Additionally, the results demonstrate that organisational culture also has a positive and significant impact on employee organisational commitment. Furthermore, the study reveals that both organisational justice and organisational culture have a positive and significant influence on overall organisational commitment.

Impact of Organizational Justice on Organizational Effectiveness among the Employees of a Public Sector Organization in Kochi

The objective of the study is to identify the impact of organizational justice on organizational effectiveness among the employees of a Public Sector Organization in Kochi. Organizational Justice has acknowledged excessive attention from researchers and it has become a normal subject in the field of industrial/organizational psychology. However, only a few research studies have been carried out to find the fundamental statement that organizational justice can improve the effectiveness of organizations. This empirical study was undertaken in the city of Kochi during the last quarter of 2022. A sample of 114 employees participated in the study. Data were collected by administering questionnaires through Google Forms, and e-mails and were analyzed with statistical tools. Results showed that there is a moderate positive correlation between Organizational Justice and organizational effectiveness. This research paper enhances the understanding of the Organizational Justice of the employees in the public sector organization of Kochi. Inferences from the findings were discussed and suggestions were given.

Impact of Organisational Justice on Employees’ Intention to Stay: A Study on Private Commercial Banks of Bangladesh

Impact of Organisational Justice on Employees’ Intention to Stay: A Study on Private Commercial Banks of Bangladesh

Impact of Organizational Justice, Support, Resilience, and Need Satisfaction on French Social Workers’ Psychological Well-Being

ABSTRACT Purpose Based on an approach to psychological health at work and on social exchange theory, this study tested the relationships between the four dimensions of organizational justice (distributive, procedural, interpersonal, and informational), supervisor and coworker support, resilience and psychological well-being (PWB). Method Using a cross-sectional design with one measurement, a sample of 369 French social workers responded to an online questionnaire. Analysis were based on correlations, and on mediations with Hayes and Preacher’s (2014) method. Results The results showed that satisfaction of the three psychological needs, procedural justice, supports, and resilience explained PWB. Mediation analyses showed that satisfaction of the need for autonomy played a mediating role between interpersonal justice, procedural justice, and PWB. Satisfaction of the needs for competence and autonomy played a mediating role between coworker support and PWB. Satisfaction of the three needs played a mediating role between resilience and PWB. Discussion and conclusion The results pointed out the relevance of need satisfaction in predicting PWB. These findings confirm the relevance of justice, support, and resilience for social workers’ well-being, and of the importance of need satisfaction that plays a critical role.

The effect of organizational justice on young nurses’ turnover intention: The mediating roles of organizational climate and emotional labour

AimThis study aims to explore the effect of organizational justice on young nurses’ turnover intention and the roles of organizational climate and emotional labour in this relationship. BackgroundThe shortage of nursing resources has become a growing problem in countries worldwide. As the main representatives of the nursing force, young nurses have high turnover intentions, which aggravates the possibility of nursing shortages. As an important variable affecting the turnover intention of young nurses, the mechanism underlying the impact of organizational justice should be studied in depth. DesignA descriptive cross-sectional design was employed. MethodsFrom November to December 2022, an online questionnaire survey was conducted among 1160 young clinical nurses from 5 hospitals in Henan Province, China. The scales used in this study include the organizational justice scale, the turnover intention scale, the organizational climate scale and the emotional labour scale. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. This study complies with the STROBE Statement of Observational Studies. ResultsIn general, the young nurses surveyed had high turnover intentions (14.82+/-4.44). Organizational justice has a negative predictive effect on young nurses’ turnover intention (r = −0.465, P＜0.01). Organizational climate and emotional labour play a chain mediating role in the relationship between organizational justice and young nurses’ turnover intention (β = −0.051). ConclusionsOrganizational justice is significantly related to the turnover intention of young nurses, and organizational climate and emotional labour play a chain mediating role in the relationship between organizational justice and turnover intention. Therefore, nursing managers should pay attention not only to organizational justice but also to the influence of organizational climate and emotional labour on the turnover intention of young nurses.

The Effect of Organizational Justice on Job Satisfaction Mediated by Organizational Commitment

The purpose of this study was to determine the impact of organizational justice on organizational commitment mediated job satisfaction. This research was conducted at XYZ Company by distributing questionnaires via google form with 60 respondents. This study uses the SEM (Structural Equation Modeling) method with SmartPLS software to test the validity and reliability of the analysis The results show that organizational justice has no effect on job satisfaction, organizational justice has a positive and significant impact on organizational commitment, organizational commitment has a positive and significant impact on job satisfaction, and organizational justice has a positive and significant impact on organizational commitment. In addition, the firm will get benefit by how organizational can improve as well as increase job satisfaction. In order to achieve organization goals, company can understand the employee’s job satisfaction.

The Effect of Organizational Justice on Job Satisfaction Mediated by Organizational Commitment

The purpose of this study was to determine the impact of organizational justice on organizational commitment mediated job satisfaction. This research was conducted at XYZ Company by distributing questionnaires via google form with 60 respondents. This study uses the SEM (Structural Equation Modeling) method with SmartPLS software to test the validity and reliability of the analysis The results show that organizational justice has no effect on job satisfaction, organizational justice has a positive and significant impact on organizational commitment, organizational commitment has a positive and significant impact on job satisfaction, and organizational justice has a positive and significant impact on organizational commitment. In addition, the firm will get benefit by how organizational can improve as well as increase job satisfaction. In order to achieve organization goals, company can understand the employee’s job satisfaction.

Impact of Organizational Justice on Organizational Citizenship Behavior: empirical evidence from Higher Educational Institutions

Impact of Organizational Justice on Organizational Citizenship Behavior: empirical evidence from Higher Educational Institutions

Impact of organizational justice and manager's mental health on staff nurses’ affective commitment: A multilevel analysis of the work environment of hospital nurses in Japan-Part II (WENS-J-II)

BackgroundNursing shortage is a global and priority issue. Affective commitment has been identified as a key to retention in the workplace. Exploring the way to promote the nurse's affective commitment is necessary to maintain the nursing workforce and care quality. The staff nurse's organizational justice (procedural and interactional justice) and the manager's condition of mental health have the potential to be related to the staff nurse's affective commitment. ObjectiveTo explore the impact on the nurse's affective commitment from procedural and interactional justices at individual and unit levels and the manager's mental health. DesignA multi-site longitudinal design. Setting(s)Nine Japanese hospitals with more than 200 beds and located in an area with more than 150,000 people. Participants385 staff nurses and their 42 nurse managers who completed both surveys in 2016 and 2017. MethodsWe analyzed the data from a two-year national survey of the Work Environment for hospital Nurses in Japan part II. Nurse staff and their managers completed the surveys. This multilevel analysis performed four random intercept models on affective commitment and entered the variables of procedural and interactional justices and manager mental health into the models. ResultsThe staff nurse's affective commitment was positively associated with procedural justice climate (unit level), interactional justice climate (unit-level), and the perception of interactional justice (individual justice). The manager's mental health (psychological distress) had a negative relationship with affective commitment. ConclusionsThe climates of procedural and interactional justice, the individual perception of interactional justice, and the manager's mental health impacted the nurses’ affective commitment as a predictor of retention. Moreover, the perception of interactional justice and the organizational contexts (organizational justice climates and managers’ psychological distress) were mediated by affective commitment. Thus, support to maintain the manager's mental health is required to promote staff's affective commitment related to retention. RegistrationNone. Tweetable abstractNurse staff's affective commitment was stimulated by interactional justice, two types of organizational justice climate, and the manager's mental health.

Effect of organizational justice on organization citizenship behavior of female employees in Saudi Arabia

The aim of this study is to examine the association between organizational justice and organizational citizenship behavior (OCB) among female workers in Saudi Arabia. Organizational justice has been acknowledged as a significant predictor of employee attitudes and behavior; however, its impact on the OCB of female workers in Saudi Arabia remains underexplored. To address this research gap, a cross-sectional survey was conducted among female workers in various organizations in Saudi Arabia. The study assessed organizational justice by considering three dimensions: distributive fairness, procedural fairness, and interactional fairness. Additionally, OCB was measured using a scale adapted from previous research. The collected data were subjected to regression analysis. The study findings indicate a positive relationship between organizational justice and OCB among female workers in Saudi Arabia. Specifically, distributive fairness, procedural fairness, and interactional fairness exerted a significant positive influence on OCB. This research contributes to the existing literature by providing empirical evidence on the impact of organizational justice on OCB among female workers in Saudi Arabia. Furthermore, it extends prior research by investigating the specific dimensions of organizational justice that affect OCB. Nonetheless, there are certain limitations to this study. Firstly, its cross-sectional nature restricts the ability to draw causal inferences. Moreover, the absence of comparisons with other cultural and national contexts represents another limitation. In conclusion, this study holds important implications for organizations in Saudi Arabia and elsewhere that aim to foster OCB among female workers. The findings suggest that enhancing organizational justice can lead to positive work behaviors among female employees. Future research should explore the generalizability of these findings to other contexts and investigate the potential moderating effects of cultural factors.

The impact of organizational justice on psychological distress among Chinese public hospitals nurses: A cross-sectional study.

Few studies have explored the association between organizational justice and mental health, particularly in collectivist countries. Hence, the aim of the present study was to evaluate the impact of organizational justice on psychological distress and to discuss the findings in collectivist culture. A cross-sectional survey was conducted among nurses from public hospitals in western of China, July 2022, which followed the STROBE guidelines. This study used Chinese versions of the Organizational Justice Scale and Kesseler Psychological Distress Scale to assess the perceptions of organizational justice and mental health levels, respectively. A total of 663 nurses completed the questionnaires. The psychological distress of university-educated and low-income nurses was poor. There was a moderately positive relationship between organizational justice and psychological distress (R = 0.508, P < .01), indicating that the greater level of organizational injustice, the poorer mental health. Hierarchical regression analysis showed that organizational justice was an strong predictor of psychological distress, accounting for approximately 20.5% of the psychological distress. The findings of this study highlight the importance of interpersonal injustice and distributive injustice on psychological distress specific in Chinese culture, suggesting that nursing management or leaders should notice that the most being taken seriously by nurses is their recognition and respect for subordinate, meanwhile, alerting nurses, in some sense, a negative relationship with leaders as a kind of workplace bullying could harm their mental health. The promulgation of organizational justice policy to protect employees from the government and the real role of employee labor union organizations are urgently needed.

Effects of Organizational Justice on Employee Satisfaction: Integrating the Exchange and the Value-Based Perspectives

Organizational justice is known to help promote organizational sustainability. The literature has explained the impact of organizational justice relying heavily on the social exchange perspective, the idea that employees are motivated to show favorable attitudes in return for the fair rewards that organization has provided. To the contrary, little attention has been given to the proposition that it affects employee’s attitudes by increasing their intrinsic motivation. The latter has a greater implication of sustainable management since intrinsic motivation of its employees is the key to the sustained success of an organization. This approach can be called a value-based perspective. To fill that gap, this study examined the mediating effects of both the intrinsic and extrinsic motivation links between organizational justice and employee satisfaction. The analysis revealed that the indirect mediating effects of intrinsic motivation were greater than those of extrinsic motivation for procedural and interactional justice, while the mediating effect of extrinsic motivation was greater when it comes to distributive justice. In addition, the sum of the indirect effects of intrinsic motivation was comparable to that of extrinsic motivation. This result implies that the mediating effects of intrinsic motivation are as important as those of extrinsic motivation, confirming our prediction that organizational justice contributes to organizational sustainability via the path that has not been verified so far.

Impact of Organizational Justice on Employee Satisfaction Among Punjab Police: An Empirical Investigation in the Post Model Town Incident Time

Impact of Organizational Justice on Employee Satisfaction Among Punjab Police: An Empirical Investigation in the Post Model Town Incident Time

The Impact of Organizational Justice on Job Commitment among the Employees in Jordanian Commercial Banks: Case of Arab Bank

The study aimed to identify the effect of organizational justice on the job commitment among the employees in Jordanian commercial banks – the case of Arab Bank. The correlation descriptive approach was used for its suitability for the purposes of the study, and the study sample was selected from the employees working in the General Administration building of the Arab Bank according to the sample selection table from The study population was randomly assigned, whose number is (186) employees.The results of the study showed that the management in the Arab Bank applying the four organizational justice dimensions (distributive justice, procedural justice, evaluative justice and interactive justice) were moderate, and the results showed that the job commitment of Arab Bank employees was also moderate.When testing the hypotheses of the study, it was found that there is a statistically significant differences at the level (α = 0.05) of organizational justice in its dimensions (distributive justice, procedural justice, evaluative justice and interactive justice) on the job commitment among employees at the Arab Bank.The study recommended the necessity of working to raise the level of fairness of the administrative procedures applied in the Arab Bank, and work to raise the level of interactive justice by holding periodic meetings within the bank to discuss the needs and requirements of employees. Keywords : Organizational Justice, Job Commitment, Jordanian Commercial Banks, Arab Bank DOI: 10.7176/JLPG/130-07 Publication date: March 31 st 2023