Influence Of Procedural Justice Research Articles

Job Insecurity And Job Disengagement Among Private Security Personnel: Moderated-Moderation Model

Mental health problems are on the rise in contemporary organizations largely due to frequent job insecurity among employees. Drawing from traditional stress theories, the study assesses work-family conflict as a mediator in the correlation between job insecurity and job disengagement. Additionally, it hypothesized that the influence of job insecurity on job disengagement, mediated by work-family conflict, would be contingent upon perceived procedural justice. Consequently, the study employed a moderated mediation model to test these hypotheses. Data were collected from a sample of 263 private security personnel in Accra, Ghana. Utilizing questionnaires administered at a single time point over an eight-week duration, the study gathered information from the participants on job insecurity, job disengagement, work-family conflict, and procedural justice. Subsequently, JASP software and the PROCESS model were utilized to analyze the data. The study revealed that procedural justice played a dual role: it not only moderated the impact of job insecurity and work-family conflict but also moderated the positive effect of job insecurity on job disengagement through work-life conflict. This study pioneers an examination of the moderated mediated mechanism involving procedural justice as a moderator in the relationship between job insecurity and job disengagement via work-family conflict. The findings of this study offer valuable insights for organizations by highlighting the mitigating influence of procedural justice in reducing employee job disengagement through the mediated pathway of work-family.

The Influence of Procedural Justice on Work Engagement And Turnover Intention

To attain long-term growth and maintain a competitive edge in light of swift technological and environmental transformations, the organization is presently concentrating on generating novel values through the implementation of diverse personnel management systems and an innovative organizational structure. The principal objective of this research is to ascertain whether organizational commitment has a substantial influence on the operation of a company's system and to investigate the consequences of interrelationships among pre-existing variables. Purposive sampling is a non-probability sampling technique that is employed in this investigation. The cumulative number of participants (120) was determined by employing the methodology suggested by Hair et al. (2019), which required the multiplication of n by 5. The study's eligible participants are personnel from the marketing department who fall within the age range of 18 to 45 years. The analytics method utilized is Partial Least Square Structural Equation Modeling (PLS-SEM). It is possible to conclude, on the basis of the research findings, that procedural justice increases organizational trust. Work engagement is positively influenced by procedural justice, which subsequently has a positive impact on organizational commitment. An organization's level of trust has a positive effect on employee engagement. Labor engagement and organizational commitment are correlated in a positive way. Trust within an organization has a constructive influence on members' level of commitment. Work engagement is not influenced by organizational trust in the context of the organization's procedural justice. A negative correlation has been observed between attrition intention and procedural justice. Organizational commitment mediates the relationship between procedural justice and attrition intention. Organizational commitment has a statistically significant and negative effect on attrition intention. Procedural justice significantly and positively mediates the relationship between organizational trust and organizational commitment; however, organizational commitment does not mediate the relationship between procedural justice and work engagement.

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.

Intrinsic Motivation as Mediation Between Organizational Justice and Organizational Citizenship Behavior (Study on Employees of PDAM Tirta Anom, Banjar City)

The purpose of this research is to determine the influence of procedural justice, interactional justice, and intrinsic motivation on Organizational Citizenship Behavior (OCB). The respondents in this study are employees of PDAM Tirta Anom Kota Banjar. The number of respondents in this study was determined using the Slovin method, and a total of 73 respondents were included. Based on the research findings and data analysis using multiple regression, the following conclusions can be drawn: (1) procedural justice does not have an effect on intrinsic motivation, (2) interactional justice does not have an effect on intrinsic motivation, (3) procedural justice has a positive effect on OCB, (4) interactional justice does not have an effect on OCB, (5) intrinsic motivation does not mediate the relationship between procedural justice and OCB, (6) intrinsic motivation does not mediate the relationship between interactional justice and OCB. Considering these results, there is a need for improvement in treating employees fairly. This fairness can be in the form of both procedural and interactional justice. This will enhance employees' perception of fairness and encourage positive behavior. Additionally, the company should create a conducive work environment, including favorable working conditions and mutual support among employees, in order to enhance positive employee behavior that supports the company's performance.

The Influences of Procedural Justice on Turnover Intention and Social Loafing Behavior among Hotel Employees

This study examines the influences of procedural justice on the turnover intention and social loafing behavior among employees in the hotel industry. Despite a growing body of literature regarding the relationship between organizational justice, turnover intention and social loafing, there is limited published research on the influence of procedural justice on social loafing behavior among hotel employees with the mediating effect of turnover intention. For this purpose, a questionnaire was self-administered to employees working at different hotels in Saudi Arabia. AMOS software was employed for structural equation modeling (SEM) data analysis. The results show that procedural justice significantly and negatively influences social loafing behavior. Furthermore, procedural justice significantly and negatively influences turnover intention, whereas the turnover intention significantly and positively influences social loafing behavior. Turnover intention partially mediates the link between procedural justice and social loafing. The study outcomes confirm that procedural justice is important for any organization; nevertheless, it is not enough to decrease social loafing behavior among hotel employees, especially when turnover intention exists. The results have implications for hotel practitioners and scholars in relation to reducing turnover intentions and social loafing behavior among employees.

Influence of Procedural Fairness on Implementation of Performance Appraisal Practices in Public Secondary Schools in Cherangany Sub-County

This study sought to establish the influence of procedural fairness on implementation of performance appraisal practices in public secondary schools in Trans Nzoia County. The study was guided by ‘goal-setting and Vrooms expectancy theories respectively. The study used concurrent triangulation design. The target population was 2340 respondents comprising of 242 principals and 2098 teachers from 242 public secondary schools. The sample size was 342 comprising of 35 Principals and 307 teachers’ respondents. Stratified, simple random and purposive sampling was used to select respondents. This sample of was drawn from 243 public secondary schools in Trans Nzoia County. Questionnaire were used to provide information and opinions from teachers and interviews from the principals. There was a significant influence of procedural fairness on implementation of performance appraisal practices (r=0.543, p=0.00). The procedural justice had significant influence on the implementation of performance appraisal practices. The study concludes that there was significant influence of procedural justice, on implementation of performance appraisal practices. The study recommends that TSC needs to develop and conduct continuous induction courses on performance appraisal for principals, deputy principals, heads of departments and teachers in order to demystify purpose of teachers’ performance appraisal in schools. Enhanced awareness can change the attitude that, teachers’ appraisals are aimed at aiding only the school management.

The Role of Procedural Justice and Leadership Style on the Quality of Leader- Member Relationship among Secondary School Teachers in Ibadan North Local Governement Area, Oyo State, Nigeria

In the present study, the role of procedural justice and leadership styles on the quality of leader-member relationship was explored. Through a cross-sectional survey design, data was collected from 119 (males = 50, females = 69) secondary school teachers in Ibadan, Nigeria, using a random sampling technique, with a mean age of 32.26 years. From a multiple regression analysis, findings showed that procedural justice (β = .268, t=3.150, p<.0l) and Leadership style (β= -.293, t= -3.454, p<.0l) independently predict quality of leader-member relationship. In addition, procedural justice and leadership style jointly predict leader-member relation (F (2,116) =12.762, R=.180, R2=.166, p<.0l). Through a t-test analysis, it was reported that there is no significant influence of procedural justice on the leader-member relation of respondents (t (117) = 1.85, p>.05). Through a t-test analysis, it was observed that there was a significant influence of leadership style on the leader-member relation of respondents (t (117) = -3.64, p<.05). Furthermore, it was observed that respondents’ sex, age, religion, and ethnicity jointly predicted quality of leader-member relationship (F (4,144) =3.047, R=.311, R2=.097, p<.05). Going by these findings, the researchers recommended that trainings and teaching of procedural justice and appropriate leadership styles should be encouraged among members of position of authority in the organizational setting. And such trainings should consider the socio-demographic characteristics of the target population for a better efficacy of research intervention.

Antecedents Of Employee Engagement In Gen Y

This study aims to analyze: (1) the effect of distributive justice on employee engagement on millennial employees in North Sumatra. (2) the influence of procedural justice on employee engagement on millennial employees in North Sumatra (3) the influence of interactional fairness on employee engagement on millennial employees in North Sumatra (4) the influence of transformational leadership on employee engagement on millennial employees in North Sumatra. This research is causal research. The population in this study was employees of millennials in North Sumatra. With non probability sampling technique that is purposive sampling. The sample in this study was 300 people. With analysis techniques through SPSS 20.0. The results of this study found that: (1) distributive justice has a positive and significant effect on employee engagement in millennials in North Sumatra, (2) procedural justice has a significant positive effect on employee engagement in millennials in North Sumatra (3) interactional justice has a positive and significant effect on employee engagement in millennials in North Sumatra (4) transformational leadership has a positive and significant effect on employee engagement to millennials in North Sumatra.

The Fair Process Counter-Effect: Procedural Justice and Protests in China’s School Admissions Reform

How does procedural justice influence protest emergence? This question has been neglected as the procedural justice and social movement literatures have taken disparate approaches to explain people’s response to substantive injustices. This paper fills this gap by developing a theory of fair process counter-effect, namely that procedural justice facilitates collective action. Based on longitudinal fieldwork conducted from 2010-2019 on school admissions in China, I find that a bureaucratization reform had the unintended consequences of inducing previously nonexistent collective protests. Characterized by transparency and equal treatment, the post-reform procedures improved procedural justice perception among parents while also inducing protests, as the procedures enabled parents to more directly perceive substantive injustices, use public information to form protest narratives, and mobilize through shared experiences and grievances. By identifying the fair process counter-effect, this study reveals that collective action is facilitated by fair procedures and suppressed by unfair procedures. In doing so, this study bridges the justice-based and mobilization-based perspectives in explaining responses to inequalities.

Distributive and Procedural Justice and Political Trust in Europe

Previous research underlines that a political system's adherence to principles of distributive and procedural justice stimulates citizens' political trust. Yet, most of what is known about the relationship between justice and political trust is derived from macro-level indicators of distributive and procedural justice, merely presuming that citizens connect a political system's adherence to justice principles to their trust in political authorities and institutions. Accordingly, we still lack a clear understanding of whether and how individual perceptions and evaluations of distributive and procedural justice influence citizens' political trust and how their impact might be conditioned by a political system's overall adherence to principles of justice. In addition, previous research has implicitly assumed that the link between justice principles and political trust operates identically for all major political authorities and institutions, disregarding the possibility that citizens evaluate representative and regulative authorities and institutions on the basis of different justice criteria. Against this background, the aims of the present study are (1) to investigate the impact of individual evaluations of distributive and procedural justice on citizens' political trust, (2) to analyze to what extent the effects of justice evaluations on political trust depend on political systems' overall adherence to principles of distributive and procedural justice, and (3) to assess whether and in which ways the influence of justice evaluations differs for trust in representative and regulative authorities and institutions. Our empirical analysis covering more than 30,000 respondents from 27 European countries based on data from the European Social Survey (ESS) and the Varieties of Democracy (V-Dem) project demonstrates that (1) more positive evaluations of distributive and procedural justice foster citizens' political trust, that (2) the impact of justice evaluations on political trust is amplified in political systems in which the overall adherence to justice principles is compromised, and that (3) different facets of distributive and procedural justice evaluations exert varying effects on citizens' trust in representative as compared to regulative authorities and institutions. These findings entail important implications with regard to the relation between justice and political trust and the general viability of modern democratic systems.

Inclusion and employee engagement of nonfamily employees in family firms: moderating influence of procedural justice

PurposeThis study investigates the influence of inclusion of nonfamily employees in family firms on their intellectual, social and affective engagement at the workplace. Furthermore, the framework proposed in the study considers the possible moderating influence of procedural justice in the above relationships.Design/methodology/approachA conceptual framework is developed with the support of the self-determination theory (SDT) and the social exchange theory. The study tests a set of hypotheses using survey data from 654 nonfamily employees working in private family firms in Malaysia.FindingsThe results reveal that inclusion has a positive and significant relationship with intellectual, social and affective engagement. While procedural justice moderates the association between inclusion and intellectual and affective engagement, it does not moderate the relationship between inclusion and social engagement.Research limitations/implicationsThe outcome of this study presents a nuanced understanding on how perceptions of inclusion of nonfamily employees by the dominant work group (DWG) (i.e. employees related to the firm owners) lead to positive firm-centric behavior among nonfamily employees.Practical implicationsThe study provides clues to family firm managers for creating a work environment where nonfamily employees perceive a sense of belongingness while their uniqueness is appreciated in order to be more engaged at the workplace.Social implicationsLittle is known about how diversity created within family firms by inclusion of nonfamily employees impacts organizations. The outcome of this study may reinforce the positive effects of inclusiveness in any social context.Originality/valueDiversity researchers have studied the influence of inclusion in areas related to sociology and psychology. However, there appears to be a dearth of studies in terms of how nonfamily employees would behave in family firms when they perceive a sense of inclusion in an organization dominated by employees who are related to the owners of the firm. Hence, this study appears to shed new light on how inclusion of nonfamily employees in family firms influences their behavior.

Peran Komitmen Organisasional Sebagai Mediator Pengaruh Keadilan Prosedural dan Kepuasan Kerja Terhadap Organizational Citizenship Behaviour Karyawan PT Patrari Jaya Utama

The purpose of this study was to examine and analyze the effect of Procedural Justice and Job Satisfaction on Organizational Commitment; to examine and analyze the effect of Procedural Justice and Job Satisfaction on Organizational Citizenship Behavior; to test and analyze the effect of Organizational Commitment on Organizational Citizenship Behavior; to test and analyze which influence is greater between the direct influence of Procedural Justice and Job Satisfaction on Organizational Citizenship Behavior through Organizational Commitment with or indirect influence. In this study, the research sample will be the population of all employees of PT Patrari Jaya Utama, so the technique used in this study is a census of 65 employees. The analysis tool used is Multiple Linear Regression Analysis and Path Analysis.
 The results showed that there was a significant influence between Procedural Justice and Job Satisfaction on Organizational Commitment: There was a significant influence between Procedural Justice on Organizational Citizenship Behavior; There is no influence between job satisfaction on Organizational Citizenship Behavior; There is a significant influence between Organizational Commitment to Organizational Citizenship Behavior.

Dominance analysis of police legitimacy’s regressors: disentangling the effects of procedural justice, effectiveness, and corruption

ABSTRACT This article examines the relative influence of procedural justice, effectiveness, and corruption in shaping police legitimacy across 26 European countries. The emerging statistical technique of dominance analysis overcomes multicollinearity issues, common in legitimacy models, and ranks by salience a dozen individual-level and country-level antecedents of police legitimacy. Most notably, the two indicators of corruption and a classic measure of procedural justice explained nearly equal portions of the variance of legitimacy across a sub-set of Europe’s most stable and prosperous democracies. A greater role for effectiveness among the transitioning states in Europe offers support for similar findings in the Global South. Europe-wide, procedural justice, police effectiveness, and corruption were three pillars contributing most of legitimacy’s explained variance. The findings suggest police chiefs in developed and transitioning countries must find paths that promote procedural justice while also pursuing innovation to address the public’s strong concerns for police effectiveness and police corruption.

The Effect of Mediation Work Engagement to Procedural Justice and Organizational Learning on the Innovative Behavior

The purpose of this study was to determine the effect of procedural fairness and organization learning on innovative behavior through work engagement. The population in this study were all batik craftsmen in Semarang City IKM Batik, totaling 165 people. Based on this population 117 respondents were taken by proportional random sampling technique. Data collection in this study used a questionnaire, observation and interviews. The analytical method used is SPSS IBM Statistics 25. The results of this study indicate that procedural justice has positive and significant influence on innovative behavior, organizational learning can have a positive and significant effect on innovative behavior and work engagement, work engagement can have a positive and significant effect on innovative behavior, then work engagement can mediate the positive influence of procedural justice and organizational learning on innovative behavior. The conclusion of this research is procedural fairness,organizational learning and work engagemEnt can increase innovative behavior. Furthermore work attachment can mediate the influence of procedural fairness and organization learning on innovative behavior. Suggestions for IKM batik management are to have emotional closeness such as the availability of leaders to listen to the complaints of employees, the existence of activities such as workshops and exhibitions on a regular basis to trigger increased knowledge so that it is easier to create new ideas.

Pengaruh Service Recovery Terhadap Kepuasan Konsumen Pada Hotel Rama Candidasa

As a hospitality business can not be separated from error or service failure. so companies need to handle the failure of the service with service recovery program embodied with three dimensions of procedural justice, interactional justice and distributive justice. This study aims to Determine the influence of procedural justice, interactional justice distributive justice on customer satisfaction at Rama Candidasa Hotel. This study used 80 samples, the method of collecting data through questionnaires. Data analysis was performed with multiple linear regression analysis,test f test t and the previous determination has been tested the validity and reliability.The results showed by the F-test is procedural justice, interactional justice and distributive justice have positive and significant impact on customer satisfaction at Rama Candidasa Hotel. From the results of correlation analysis this shows thata positive and very powerful relationship between procedural justice, interactional justice and distributive justice with customer satisfaction. Where the condition shows the higher the value of procedural justice, interactional justice and distributive justice, that make the higher the value of customer satisfaction and same as the other way. From result of determination analysis (R2) obtained coefficient of determination equal to 64,4%, which means that customer satisfaction is true result from influence of procedural justice, interactional justice and distributive justiceequal to 64,4%, while 35,6% influenced by other factor. Furthermore, based on T-test results obtained that the distributive justice has greater influence and stronger than procedural justice and interactional justice.

Veteran Treatment Court Clients’ Perceptions of Procedural Justice and Recidivism

Studies surrounding the effectiveness of veterans’ treatment courts (VTCs) are now emerging. Absent from this scholarship is an examination of the presence of procedural justice within VTCs and the influence of procedural justice on future criminal behavior of VTC clients. To begin this dialogue, this study surveys 41 clients enrolled in two VTCs in a Southern state. We explore client perceptions of procedurally just treatment by their judge and assigned supervision officer. Using an average follow-up time of 20 months, this study also examines the effects of perceptions of procedural justice on recidivism of court clients. Results find VTC clients perceive their judge and supervision officer treat them in a procedurally just manner. Interestingly, perceptions of procedural justice during interactions did not result in reduced recidivism among the current sample. Policy and program implications along with recommendations for future research are provided.

Efek Mediasi Keterikatan Karyawan pada Pengaruh Keadilan Distributif dan Prosedural Terhadap Keinginan Berpindah

This study aims to determine the effect of distributive justice and procedural justice on turnover intention with employee engagement as a mediating variable at PT. XYZ The sample used was 83 respondents with a sample selection method using saturated sampling techniques. The study was conducted quantitatively and used a questionnaire to collect data. The results of this study concluded that distributive justice and procedural justice had a positive effect on employee engagement. Distributive justice has a negative effect on turnover intention, but the effect of procedural justice on turnover intention is not significant. Employee engagement acts as a partial mediation in distributive justice relations to turnover intention and acts as a full mediator on the influence of procedural justice on turnover intention. The next finding is that employee engagement has a negative influence on the desire to.

THE ROLE OF ORGANIZATIONAL COMMITMENT IN MODERATING THE INFLUENCE OF PROCEDURAL JUSTICE, DISTRIBUTIVE JUSTICE, INTERACTIONAL JUSTICE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

This research aims to determine the influence of procedural justice, distributive justice and interactional justice on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. Respondents in this research were 98 employees of Bank MandiriDiponegoro Yogyakarta with a work period of more than one year. The data collection method uses a questionnaire, which is measured using a Likert scale. The analytical method uses regression analysis and path analysis. The result of this research indicate that firstly, procedural justice, distributive justice, and interactional justice have a significant influence on organizational commitment, simultaneously. Secondly, procedural justice and distributive justice have a significant influence on OCB, partially. Thirdly, interactional justice does not have a significant influence on OCB partially. Fourthly, procedural justice, distributive justice, and interactional justice have a significant influence on OCB, partially and simultaneously. Fifthly, organizational commitment has a significant influence on OCB. Sixthly, the direct influence (the influence of procedural justice, distributive justice and interactional justice on OCB) is greater than the indirect influence (the influence of procedural justice, distributive justice, and interactional justice on OCB through organizational commitment). The result of this research can be used as a reference for Bank Mandiri in creating and improving OCB. This can be realized by providing fair procedures, improving the benefits system, and increasing interaction between employees for the better.

ANALISIS FAKTOR-FAKTOR YANG MEMICU POTENSI KECURANGAN (FRAUD) (Studi Penelitian Pada Pemerintah Kabupaten Mimika, Papua)

The purpose of this study was to examine employee perceptions in government institutions, namely the influence of procedural justice, distributive justice, effectiveness of the internal control system, suitability of compensation, organizational culture, unethical behavior, and law enforcement against fraud in the Mimika Government, Papua. The number of samples in this study were 140 respondents in the Mimika Government, Papua.The results of this study indicate that unethical behavior has a positive effect on fraud potential, law enforcement has no effect on potential fraud, the effectiveness of the internal control system has a negative effect on fraud potential, procedural justice has a negative effect on fraud potential, distributive justice has no effect on potential fraud, suitability compensation does not affect the potential for fraud, and organizational culture does not affect the potential for fraud in the Mimika government sector in Papua.

Encouraging public reporting of suspicious behaviour on rail networks

ABSTRACT Ongoing targeting of mass transit networks and the challenges associated with policing these large open systems means that encouraging public vigilance and reporting on railways is a counter-terrorism priority. There is, however, surprisingly little research on motivations and barriers to cooperating with the police in this context. This paper contributes to this under-researched field by presenting the findings of a survey experiment which examined (1) the role of uncertainty as a barrier for reporting suspicious behaviour on rail networks, (2) whether drivers for cooperation established in the context of traditional crime hold for reporting suspicious behaviour at train stations, and (3) whether the UK ‘See it. Say it. Sorted’ campaign is effective in encouraging reporting. Data was collected in the UK and Denmark, national contexts with differing baseline attitudes towards the police and experiences of transit terrorist attacks, to assess the extent to which public vigilance campaigns need to be adapted to address local concerns. Results suggest that future public vigilance campaigns should address differences in lay and official definitions of suspicious behaviour to reduce uncertainty as a barrier to reporting. They also demonstrate that the influence of procedural justice on cooperation via its influence on social identification with the police holds beyond the context of community policing and reporting of traditional crime. However, other drivers are likely to be more important for determining reporting suspicious behaviour on rail networks, including perceived benefits of reporting. Theoretical and practical implications of cross-national differences and similarities in responses are discussed.