Organizational Justice Research Articles

Organizational Justice Predicts Teachers’ Performance in Private Secondary Schools of Mitooma District, Southwestern Uganda

Organizational Justice Predicts Teachers’ Performance in Private Secondary Schools of Mitooma District, Southwestern Uganda

Exploring relationships among leadership behaviors, organizational citizenship behaviors, organizational justice and person–organization fit in Vietnamese academic libraries

Purpose This study aims to examine the relationship between leadership behavior, organizational justice, person–organization fit and organizational citizenship behavior in the context of Vietnamese academic libraries. Using social exchange theory, this research indicates the impact of leadership behavior on organizational citizenship behavior. This study also examines the mediating role of organizational justice and person–organization fit in the relationship between leadership behavior and organizational citizenship behavior. Design/methodology/approach A total of 248 responses are obtained from academic library personnel in Vietnam, which are used to examine the research hypotheses. Findings The findings partially support the hypotheses because two leadership dimensions significantly influence organizational citizenship behavior, and organizational justice mediates the relationship between relationship-oriented leadership and organizational citizenship behavior. However, person–organization fit does not mediate the relationship between leadership behavior and organizational citizenship behavior. Practical implications Results indicate that two types of leadership behavior can significantly impact the organizational citizenship behavior of the librarians. Academic libraries should provide opportunities to librarians to engage in citizenship behavior by implementing organizational justice intervention. Originality/value This research contributes to the social exchange theory by integrating leadership behaviors, organizational justice, person–organization fit and organizational citizenship behaviors. Given that no prior studies have investigated the associations among four constructs, the obtained findings are a new exploration.

Fuzzy synthetic evaluation of intervention measures to enhance the psychological health and well-being of expatriate construction professionals

PurposeWith the rise in international construction projects, addressing the psychological health concerns of expatriate construction professionals (EXCPs) has become of paramount importance. Therefore, this study aims to identify and evaluate effective intervention measures to promote optimal psychological health and well-being in overseas working environments.Design/methodology/approachIntervention measures were identified through a comprehensive literature review. Subsequently, using a case study of Chinese international contractors, data were collected via a quantitative survey administered to EXCPs holding managerial positions in international construction projects. Fuzzy synthetic evaluation was employed to analyze the data.FindingsThe findings identified 23 intervention measures and 4 constructs, among them, measures focused on enhancing organizational justice and training practices offer the greatest potential for enhancing the psychological health and well-being during international assignments. Furthermore, the analysis showed that the overall criticality of the intervention measures to the international contractors is significant, suggesting that if put into practice, the psychological health and well-being of EXCPs can be significantly enhanced.Originality/valueWhile prior research has explored intervention measures suitable for construction professionals working on domestic projects, little attention has been paid to EXCPs in the context of international construction projects. This study offers an initial exploration of the most crucial intervention measures and provides a valuable resource for policymakers and practitioners seeking to establish a psychologically healthy working environment for international construction projects.

Trajectories of work ability and associated work unit characteristics from pre-COVID to post-COVID pandemic period

ObjectivesTo identify trajectories of work ability from pre-COVID to post-COVID-19 pandemic period and to examine work unit characteristics associated with these trajectories.MethodsThe study population was a cohort of Finnish public sector employees (n=54 651) followed from 2016 until 2022. We used trajectory analysis to identify trajectories of work ability and multinomial regression to examine their associations with prepandemic work unit characteristics and pandemic-related changes at workplaces.ResultsWe identified three trajectories of work ability: (1) suboptimal work ability decreasing over time (12%); (2) relatively consistent good work ability (73%) and (3) consistent optimal work ability (15%). The strongest associations with belonging to the suboptimal work ability trajectory were found for employees in work units characterised by high job strain (OR 2.29, 95% CI 1.82 to 2.88), poor team climate (OR 0.74, 95% CI 0.64 to 0.86) and low organisational justice (OR 0.64, 95% CI 0.57 to 0.72) when compared with the most optimal trajectory. The least favourable work ability trajectory was also associated with team reorganisation (OR 1.22, 95% CI 1.04 to 1.44) and a low share of those working from home (OR 0.86, 95% CI 0.78 to 0.94) during the pandemic.ConclusionPrepandemic psychosocial risk factors and pandemic-induced changes at work were associated with poor and declining work ability during the COVID-19 pandemic. Employers and occupational health services should better identify and support vulnerable employees to enhance their work participation.

Implementing Facial Recognition Technology in a University Setting: An Organizational Justice Perspective

Facial recognition technology (FRT) has become widespread in society, and its adoption in organizational settings is viewed as a natural continuation of established surveillance practices. However, concerns and resistance to FRT often arise due to controversial applications and improper use. This study contributes to the understanding of FRT in organizational contexts by conducting semi-structured interviews in a university that illustrates the larger themes of organizational justice and the ethical complexities surrounding the deployment of this technology. Drawing on organizational justice theory, we analyze users’ attitudes towards FRT deployment, their perceptions of organizational justice, and if and how the deployment adhered to or violated organizational justice principles. Our study revealed that this implementation case violated all aspects of organizational justice. Users expressed concerns regarding face capture, potential discrimination, authoritarian practices, and harm to community norms. We also provide recommendations to address organizational justice issues associated with implementing new, controversial technologies, considering technology acceptability perspectives.

The Effect of Organisational Justice, Academic Identification and Legitimacy of Academic Authorities on Student Loyalty

ABSTRACTOur work contributes to existing research on student loyalty by testing a model that includes organisational justice as a predictor. In Study 1 (n = 257, Polish sample), students' perceived organisational justice of their university was a positive predictor of their loyalty. In Study 2 (n = 522, Polish sample), we replicated these findings and observed that academic identification accounted for the relationship between university's organisational justice and students' loyalty. In Study 3 (n = 500, American sample), we replicated findings from Study 1 and Study 2 and tested perceived legitimacy of university staff and authorities as another mediator of the investigated relationship. We conclude that the experience of organisational fairness at university translates into stronger academic identification and greater perceived university legitimacy, both of which lead to increased loyalty. Thus, we recommend that evaluation tools in higher education institutions more explicitly measure student perceptions of fairness.

Chaxu Climate as a Double-Edged Sword: A Moderated Mediation Model of Organizational Justice, Hierarchy Level on Turnover Intention

Research on chaxu climate, a prevalent organizational phenomenon in China, has captured significant academic attention in recent years. This study aims to explain why some employees who experience chaxu climate in hospitality organizations contemplate leaving, while others do not. We propose a moderated mediation model to examine the double-edged sword impact of chaxu climate on turnover intention. Through one qualitative study and two scenarios-based experimental studies, we reveal that organizational justice plays a crucial role as a contextual cue, influencing employees’ attribution of chaxu climate and subsequent turnover intention. Perceived insider status is identified as a mediator. Furthermore, we establish a second-level moderating effect of the hierarchy level, distinguishing between supervisor and front-line employees. Theoretical and practical implications are discussed accordingly.

U.S. Job-Seekers' Organizational Justice Perceptions of Emotion AI-Enabled Interviews

Emotion AI is increasingly used to automatically evaluate asynchronous hiring interviews. Although touted for increasing hiring fit and reducing bias, it is unclear how job-seekers perceive emotion AI-enabled asynchronous interviews. This gap is striking, given job-seekers' marginalized position in hiring and how job-seekers with marginalized identities may be particularly vulnerable to this technology's potential harms. Addressing this gap, we conducted exploratory interviews with 14 U.S.-based participants with direct, recent experience with emotion AI-enabled asynchronous interviews. While participants acknowledged the asynchronous, virtual modality's potential benefits to employers and job-seekers, they perceived harms to job-seekers associated with automatic emotion inferences that our analysis maps to distributive, procedural, and interactional injustices. We find that social identity can inform job-seekers' perceptions of emotion AI, extending prior work's understandings of the factors contributing to job-seekers' perceptions of AI (broadly) in hiring. Moreover, our results suggest that emotion AI use may reconfigure demands for emotional labor in hiring and that deploying this technology in its current state may unjustly risk harmful outcomes for job-seekers - or, at the very least, perceptions thereof, which shape behaviors and attitudes. Accordingly, we recommend against the present adoption of emotion AI in hiring, identifying opportunities for the design of future asynchronous hiring interview platforms to be meaningfully transparent, contestable, and privacy-preserving. We emphasize that only a subset of perceived harms we surface may be alleviated by these efforts; some injustices may only be resolved by removing emotion AI-enabled features.

Knowledge, attitudes, and self-reported practices regarding plagiarism among health researchers in Egypt and Lebanon: a multicenter questionnaire study

To enhance efforts against plagiarism, a deeper understanding of its various aspects is essential. This cross-sectional questionnaire study assessed the knowledge, attitudes, subjective norms, and self-reported plagiarism practices among health researchers in Egypt and Lebanon. A validated questionnaire was distributed to postgraduate students and faculty members across 15 universities through personal emails and health researcher-specific social media platforms. Out of 283 respondents, the mean knowledge score was 14.8 ± 3.7 out of a possible 27.0, indicating moderate knowledge of plagiarism. Attitudes toward plagiarism were moderately permissive, with an average score of 62.2 ± 10.9, out of a maximum of 90.0. Subjective norms received a moderate score of 33.6 ± 6.7, where a favorable score should be low (10–23) suggesting that participants perceive society as disapproving of plagiarism and believe its prevalence is low. The mean self-reported Plagiarism Severity Score (PSS) was 4.1 ± 3.6, reflecting a low level of self-reported plagiarism, with a maximum possible score of 18. Multivariable analysis revealed a negative correlation between subjective norms and the PSS (β = −0.194, CI [−0.196: −0.010]). This finding is counterintuitive, as one would typically expect that a lower subjective norms score (indicating stronger disapproval of plagiarism), would correlate with fewer acts of plagiarism. One possible explanation for this result is the presence of negative perceptions of organizational justice—such as feelings of being unfairly treated—which might lead to higher rates of self-reported research misconduct. We recommend that universities in the Arab Middle East region develop research ethics training programs that include responsible conduct in research. However, it is essential for academic leaders to assess and address the research integrity climate within their institutions, as organizational injustice could undermine the effectiveness of these educational efforts.

Why should i be judged? Exploring third party perceptions of workplace incivility against single working mothers

A serious problem in the workplace is incivility, which impacts especially vulnerable groups like single mothers who hold jobs and experience subtle unfair or damaging treatment. As the number of single working mothers continues to rise in today’s workforce, this study aims to clarify third-party perceptions about incivility against them at work and subsequent influences on individuals as well as the organization. Because the analysis is embedded in theories of social role expectations and organizational justice, it explores third-party observers’ perceptions (such as coworkers or supervisors) of whether incivility directed at single working mothers differs from that experienced by their comparison group—professionally equivalent peers who do not share equal caregiver responsibilities. The researchers employed a mixed-methods approach, incorporating both quantitative surveys and in-depth qualitative interviews to collect rich data from participants who represented several fields. They report their results that third-party observers are less likely to experience vicarious justification of incivility against single working mothers but may be equally unlikely or even more reluctant than in the case of other employees and furthermore find this data account for these differences. The results illustrate the intricate interplay of gender, family structure and work dynamics on workplace outcomes—all leading to lower job satisfaction rates, a high level of stress or even stagnation in career progression for single working mothers. Our findings also extend the workplace incivility literature by demonstrating ways in which single working mothers are particularly vulnerable to this form of mistreatment and a broader need for organizational policies that cultivate an inclusive, supportive environment. Implications for human resource management, organizational culture and policy based on these findings are discussed as it may provide some recommendations for handling incivility in the workplace environment.

Investigating the relationship between various dimensions of organizational justice and psychological contract breach among clinical nurses: a cross-sectional study

BackgroundAlthough psychological contract breach is linked to various significant organizational consequences, few studies have explored the antecedents of this important concept within the nursing field. This study aimed to investigate the correlation between perceived organizational justice and psychological contract breach among clinical nurses.MethodsThis descriptive cross-sectional study included 328 inpatient ward nurses from six teaching hospitals in Tehran, Iran. Clinical nurses were selected through multistage random sampling. Data were collected using a demographic questionnaire, the Niehoff and Moorman (1993) Organizational Justice Questionnaire, and the Robinson and Morrison (2000) Psychological Contract Breach Questionnaire.Data analysis was performed in SPSS version 21 using descriptive statistics, Pearson’s correlation coefficient, and multiple linear regression analysis.ResultsThe findings revealed that procedural justice (P < 0.001; β=-0.20) and interactional justice (P < 0.001; β=-0.47) explained 41% of the variance in psychological contract breach among nursing staff.ConclusionsThe results identified interactional and procedural justice as the most significant dimensions of organizational justice in explaining nurses’ perceived psychological contract breach. Therefore, healthcare managers should prioritize fair decision-making processes and interactions with nurses to mitigate ' perceived the psychological contract breach.

Social embeddedness and organisational justice in a UK police force

Purpose The purpose of this study is to describe police officers’ workplace social networks and to examine how police officers’ social ties, in combination with organisational climate, affect their attitudes towards and willingness to report misconduct.Design/methodology/approach Data were gathered from a vignette survey of 86 response police officers in an English county police force. Officers’ attitudes towards misconduct and likelihood of reporting were analysed using multivariable regression models.Findings Descriptively, most officers have a small social network within the force, and police comprise about one-third of their total social networks. Officers were generally highly disapproving of misconduct and expressed they would challenge their peers in most scenarios, though reporting misconduct was somewhat less likely. Perceived peer disapproval of misconduct is a strong predictor of officers’ disapproval of misconduct and expressed likelihood of reporting misconduct. Organisational justice and social embeddedness were not usually associated with the challenging and reporting of misconduct.Originality/value This study is one of only a handful to report information on police officers’ friendship networks in the workplace, and these results show that peer influence remains an important vector for police management to use in promoting prosocial police culture and preventing misconduct.

Limitations and Future Directions in Studying Organisational Justice in Academia: A Call for Longitudinal and Multivariate Approaches

This study delves into the complex dynamics of organizational justice within academic settings, acknowledging its significant role in shaping faculty perceptions and institutional effectiveness. Despite offering valuable insights, the study is constrained by its cross-sectional design, which limits the ability to infer causality. To address this limitation, future research should employ longitudinal designs, enabling the exploration of how perceptions of organisational justice evolve over time. Additionally, investigating other potential modifiers, such as organisational subcultures and individual differences, could provide a more nuanced and comprehensive understanding. Emphasizing these approaches will enhance the depth of knowledge regarding organisational justice, facilitating more effective strategies to foster fair and equitable academic environments. Through Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis of data from 276 MBA faculty members, the research identifies leadership behavior, organisational policies and procedures, and interpersonal relationships as key antecedents of organisational justice. The study further explores how these antecedents, through organizational justice, affect job satisfaction and organizational commitment, and how academic rank moderates these relationships.

The Effect of Organizational Justice Perception on Ethical Sensitivity in the Health Sector

Organizational justice is considered the cause of many individual and corporate results. It is also thought to have significant effects on employees. Justice, which is one of the fundamental values of the organization, affects the attitudes and behaviors of the employees. Therefore, while it is necessary for social organizations, it is even more crucial for health institutions. The culture of injustice perceived by nurses not only harms the health institution but also leads to more critical problems. In addition to the necessity of justice, essential health services include uncertain and high-risk situations to protect and support human health has increased the need for ethical sensitivity. In this context, the study aims to reveal the effect of nurses' perceptions of organizational justice on ethical sensitivity levels. The “Organizational Justice Perception Scale” developed by Niehoff &amp; Moorman (1993) and the “Ethical Sensitivity Questionnaire” developed by Lutzen (1994) were used in the research conducted in one public and two private hospitals in Sakarya. Descriptive statistical methods, independent samples t-test, one-way analysis of variance (ANOVA), correlation analysis and regression analysis were used to analyze the data. According to the study's findings, a low-level positive correlation was found between general organizational justice perceptions and ethical sensitivity levels. Among the sub-dimensions of the scales, it was determined that the highest relationship was between the dimensions of fair distribution and orientation. As a result, it is expected that there will be an increase in ethical sensitivity levels depending on the rise in nurses' perceptions of organizational justice.

A Systematic Literature Review of Intersectional Leadership in the Workplace: The Landscape and Framework for Future Leadership Research and Practice to Challenge Interlocking Systems of Oppression

Normalized, dominant leadership styles favoring masculinity and aggressiveness disregard the impact of intersectional social identities and inequities on leadership practices and perpetuate leadership gaps and inequities in organizations, for example, preventing women and people of color from advancing into leadership roles. This study aims to explore how intersectionality plays a role in workplace leadership and propose a framework for future leadership research and practice that foregrounds intersectionality. To achieve this aim, this study systematically classified and reviewed 160 empirical studies on intersectionality in leadership in work and organization contexts. Most studies described the leadership experiences and strategies of individuals from multiple marginalized, historically excluded (MMHE) groups and the factors that influence their leadership. Some studies presented the intersectional effects of leadership and illuminated relational and contextual aspects of the leadership process. We discussed tensions within the findings and proposed a framework for intersectional leadership based on the results of the literature review. We conclude with a call for illuminating intersectional leadership as a promising process to achieve organizational social justice.

Impact of organisational injustice on health and wellbeing of female police: A meta-ethnography

Abstract Background Female police officers face more bias, discriminatory treatment, and insufficient support compared to male officers, resulting in poorer health outcomes. This meta-ethnographic review investigates beyond individual responsibilities to explore the dimensions of policing, and their effects on the health and well-being of female police officers. Methods The study reviewed qualitative and mixed-method studies (2000-2022) on the health and well-being of female police officers. Ten databases were searched using keywords related to health, well-being, women, police, and qualitative study. Twenty-one papers were synthesised, analysed, and interpreted using a seven-phase inductive and interpretative meta-ethnographic approach. Results The data analysis unveiled a distinct outcome, indicating a strong correlation and significant impact of organisational injustice on the health and well-being of women in law enforcement. Our research findings imply that organisational injustice, including procedural, relational, distributive, and gendered injustice, notably affects the health and well-being of female officers, with mental health being frequently cited, followed by effects on social, workplace, and physical health. Furthermore, the consequences of these four types of organisational injustice, alongside related cultural, systemic, and structural risk factors, reach beyond the immediate health and well-being of individual female officers. They also hinder various aspects of their professional lives, such as career advancement and maintaining a healthy work-life balance, potentially exacerbating long-term health and well-being issues. Conclusions This review emphasizes addressing organisational injustice and related cultural, systemic, and structural determinants in policing for healthier work environments for female officers. Policy makers must scrutinize gender-neutral policies affecting women, enabling transformative action for safer, supportive, and healthier workplaces. Key messages • Organisational injustice in various forms, significantly impact health and wellbeing of female police officers, necessitating policy reforms. • Addressing organisational injustice embedded in seemingly gender-neutral policies and practices, is vital for ensuring equitable treatment and health promotion of female police officers.

Organizational justice and work engagement of public service workers and general workers in South Korea: moderating role of supportive learning environment

Organizational justice and work engagement of public service workers and general workers in South Korea: moderating role of supportive learning environment

The UFair-Questionnaire: Perceived university fairness and its association with mental health

Abstract Introduction University students face different stressors that might jeopardise their mental health. Hitherto, mainly general stress perceptions were assessed, which appeared inappropriate to indicate stress directly linked to the university or for deriving specific preventative measures. The aim of this study was to adapt the concept of organisational justice to universities, develop and validate a corresponding questionnaire (UFair: University Fairness Questionnaire), and estimate its association with mental health. Methods In total, 1,105 students (average age: 25.5 years [SD: 5.43]; female: 50.1%; university: 67.2%, university of applied sciences: 32.8%) were surveyed online. Perceived unfairness at the university was measured using the newly developed 20 item UFair Questionnaire. Mental health was measured using the Patient Health Questionnaire (PHQ-8, depression) and Maslach Burnout Inventory for Students (MBI-SS, burnout). Linear regression models estimated the adjusted (age, gender, type of university, lifestyle factors) relationship between perceived university injustice and mental health indicators. Results The UFair questionnaire showed good psychometric properties (Cronbach’s alpha = .960) and a unidimensional factor structure. There was a considerable association with depression (beta = .485; p &amp;lt; .001; R2 = .261) and burnout (beta = .481; p &amp;lt; .001; R2 = .250). Conclusions Perceived injustice represents not only a stressor at the workplace but also in the university setting, showing a considerable relationship with students’ mental health. University justice includes the perception of organisational aspects, the treatment of students, and consideration of the individual situation of students. The relevance of these aspects to the health of students should be recognised and taken into account by universities. The valid measurement by the UFair Questionnaire represents the basis for possible preventive approaches and interventions. Key messages • Organisational injustice exists not only in the workplace but also among students in the university setting. • Perceived unfairness among students is associated with depression and burnout.

Teachers’ Perceptions of the Degree of Practicing Organizational Justice among Physical Education and Sports Sciences Department Heads in Selected Universities in Kurdistan Region of Iraq

The research aims to prepare a measure of organizational justice among department heads of colleges of physical education and sports sciences for some universities in the Kurdistan Region from the point of view of teachers, and to identify the level of organizational justice among department heads of colleges of physical education. Physical education and sports sciences in some universities in the Kurdistan Region from the point of view of teachers. The descriptive approach using the survey method for its suitability and the nature of the study. The research community was identified using the intentional method of teachers in the College of Religious Education and Sports Sciences for some universities in the Kurdistan Region - Iraq for the academic season (2023-2024), numbering (5) colleges. The researchers used the following statistical parameters to find the results of their research. Using the statistical package (SPSS) (percentage - arithmetic mean - standard deviation - simple correlation coefficient - Spearman Brown), the results were obtained by preparing a measure of organizational justice among heads of departments and colleges of physical education and sports sciences for some universities in the Kurdistan Region from the point of view Teachers through scientific procedures. The number of items in the scale was (28) items, distributed over (4) dimensions. The heads of departments of the faculties of physical education and sports sciences of some universities in the Kurdistan Region have a high level of practicing organizational justice.

Bridging the gap: Ethical leadership, human resource practices and organisational justice

Orientation: Perceived organisational justice (POJ) and the role of human resource (HR) practices have been well documented, researched and argued. The role of leadership, and specifically the perception of ethical leadership in the relationship between HR practices and POJ has not been investigated, especially not in South Africa.Research purpose: This study aimed to determine the extent to which HRs practices influence POJ and the mediating role of ethical leadership, through a sectoral comparison.Motivation for the study: It is often, and rightfully, argued that the experience of HR practices determines employees’ perception of organisational justice; however, there is paucity in the perception of ethical leadership.Research approach/design and method: This study used a cross-sectional design and survey methodology. Convenience sampling resulted in 1184 respondents from 20 organisations in the South African private and public sectors.Main findings: A positive significant (p 0.05) relationship exists between HR practices and POJ, mediated by ethical leadership (mediation 32% for the private sector, 13% for the public sector and 21% for the combined sample).Practical/managerial implications: This research endeavour has the potential of empowering the leadership to propose concrete HRs strategies to cultivate proactive work behaviours influencing performance and competitiveness.Contribution/value-add: This study validated the ethical leadership and POJ instruments to be used with confidence in South Africa. It further emphasised the importance, not only of the perceptions of HR practices on the perception of organisational justice but also the role of leadership in this relationship, specifically ethical leadership.