Organizational Fairness Research Articles

Prevalence and Determinants of Burnout Syndrome: A Cross-sectional Study among Healthcare Providers in Akuapem North Municipality of Ghana

Aim: This study examines the prevalence and factors associated with burnout in healthcare providers in Akuapem North Municipality, Ghana. Methods: A descriptive cross-sectional survey was conducted among 277 healthcare workers using a structured questionnaire between February and March 2024. The Maslach Burnout Inventory (MBI) assessed EE, DP, and PA. Work-related and organizational factors were analyzed using Pearson chi-square tests and multiple regression analysis to identify key predictors of burnout. Statistical significance was set at p < .05. Data were analyzed using SPSS Version 19. Results: Emotional exhaustion was high, with 15.5% of participants experiencing extreme fatigue. Depersonalization levels were high for 48.0% of respondents, while 74.0% reported low personal achievement. Chi-square tests indicated that marital status significantly impacted emotional exhaustion [χ²(8) = 17.561, p = .025], and profession was significantly related to depersonalization [χ²(2) = 22.201, p < .001]. Regression analysis revealed that work-related factors, such as overall comfort (β = 5.978, p < .001) and support (β = 4.416, p < .001), were significant predictors of burnout. Organizational factors like fairness (β = 2.563, p < .001) and work-life balance (β = 7.294, p < .001) also had significant effects. Conclusion: Burnout is prevalent among healthcare providers in Akuapem North Municipality, with notable levels of emotional exhaustion, depersonalization, and reduced personal achievement. Work-related and organizational factors are key contributors. Recommendations: Targeted interventions, including improved support systems and organizational fairness, are recommended to address burnout effectively. Future research should evaluate targeted interventions addressing these factors and monitor changes in burnout over time. Additionally, it should investigate the interactions between individual and organizational factors across various healthcare settings.

Effects of autonomy support on innovation: resolving the dilemma of participation in innovation with trust

PurposeThis study aims to integrate the componential model of creativity and innovation with a participative safety perspective to investigate the association between autonomy support and innovation as well as the organizational factors that strengthen this association. Specifically, the study suggests that autonomy support is more effective in fostering innovation in organizations characterized by higher levels of trust, strong organizational fairness and effective communication.Design/methodology/approachThe proposed hypotheses were investigated using moderated mediation models with panel data collected over four waves.FindingsThis study found that autonomy support positively contributes to organizational innovation. Moderation analyses demonstrated that trust, perceptions of fairness and communication strengthen the effect of autonomy support on innovation.Originality/valueThis study is the first to demonstrate the moderating roles of various organizational contexts (i.e. trust, fairness perception and communication) in the association between autonomy support and innovation and to investigate the role of trust as a mediating moderator.

Gender differences in organizational fairness, diversity and inclusion: the mediating role of psychological safety in affective commitment

PurposeThe current study explores the role of social psychological factors on organizational commitment. It examined the relationships between organizational fairness, inclusion, diversity, sexism, psychological safety and affective commitment.Design/methodology/approachThe study adopted a cross-sectional survey method where data were collected from staff across six higher education institutions in the United Kingdom. A total of 416 responses were collected and the data were analyzed by employing independent sample t-tests to explore gender differences regarding organizational diversity, inclusion, fairness, sexism, psychological safety and affective commitment. The mediating role of psychological safety in the effects of organizational diversity, fairness, inclusion and sexism on staff’s commitment to the organization was evaluated through a series of simple mediation models. Finally, the mediated effect of organizational social psychological factors on affective commitment through psychological safety, moderated by gender was tested.FindingsAs hypothesized, men had higher perceptions of organizational inclusion and diversity and viewed their organization as less sexist. Psychological safety mediated the positive effects of organizational diversity, fairness, inclusion and sexism on staff’s affective commitment to the organization. Organizational diversity and sexism played a bigger part in how women evaluate their organizational environment as safe to take risks and be themselves and consequently on how they commit to the organization. On the other hand, organizational fairness and inclusion seem more closely tied to men’s evaluation of their organization as safe to be themselves and consequently stronger commitment.Originality/valueThe findings shed light on the underlying mechanisms that shape affective commitment, that can lead to more inclusive work environments and contribute to systemic change in the Higher Education context.

How Job Satisfaction in Mediation the Effect of Organizational Justice on Job Satisfaction Hospitality Indonesia?

Organizational justice that is not fulfilled in an organization will cause employee dissatisfaction and affect people's performance. The research examines and analyzes the perception of organizational fairness, job satisfaction, and performance in star hotel employees. The study was conducted on operational employees at 12 4- and 5-star hotels with 275 respondents. They are using data collection techniques through stratified random sampling. Data was collected using a questionnaire with data analysis using the PLS method. Organizational fairness has a direct and significant influence on job satisfaction. Path analysis shows that organizational fairness has a direct influence and significant on performance. Job satisfaction has a direct influence and significant on performance. Job satisfaction mediates organizational justice with employee performance. The company should thoroughly evaluate its related policies by reviewing the payroll policy.

의사결정나무분석을 활용한 소방공무원의직무소진 결정요인에 관한 연구

This study empirically analyzed the determinants of job burnout among firefighters using decision tree analysis. Furthermore, to consider the various detailed factors of job burnout, the study examined not only overall job burnout but also its subdivisions, including reduced sense of accomplishment, emotional exhaustion, and loss of self-identity. The decision tree analysis revealed that organizational system factors and organizational fairness factors were the characteristics of the group with the highest level of job burnout. Among organizational system factors, groups with a strong perception of task avoidance showed higher levels of reduced sense of accomplishment, emotional exhaustion, and overall job burnout. Additionally, groups experiencing conflicting instructions from higher authorities or supervisors exhibited higher levels of emotional exhaustion and overall job burnout. Regarding fairness factors, groups that perceived their compensation as inadequate relative to their duties and performance demonstrated higher levels of loss of self-identity and overall job burnout. Based on these findings, the policy implications of this study are as follows: First, there is a need to enhance programs aimed at alleviating job stress for firefighters. Second, an appropriate compensation system should be established based on job performance.

Organizational Fairness, Psychological Capital and Job Performance: An Empirical Study Based on Science and Technology SMEs

Organizational Fairness, Psychological Capital and Job Performance: An Empirical Study Based on Science and Technology SMEs

Factors Affecting Employee Performance Mediated by Employee Motivation at PT. XYZ

This study aims to determine the Influence of Reward and Organizational Justice on Employee Performance Mediated by Employee Motivation (Empirical Study: Employees at PT. XYZ). The population taken in this study only focuses on all employees of PT. XYZ has 98 employees. The sampling technique in this study uses a saturated sampling technique, where all populations in this study are used as samples. This research method uses quantitative SEM analysis and uses PLS software. The results of the study show that Rewards have a positive and significant effect on employee performance. Organizational fairness has a positive and significant effect on employee performance. Rewards have a positive and significant effect on increasing employee motivation. Organizational fairness has a positive and significant effect on employee motivation. Employee motivation has a positive and significant effect on employee performance. Employee motivation can mediate the influence of rewards on employee performance. Employee motivation can mediate the influence of organizational justice on employee performance.

Intervention Role of Psychological Capital and Benefit Satisfaction on the Relationship between Organizational Fairness and Employee’ Job Performance

Intervention Role of Psychological Capital and Benefit Satisfaction on the Relationship between Organizational Fairness and Employee’ Job Performance

Impact of Gender Pay Gap on Workplace Productivity and Employee Morale in Canada

Purpose: The aim of the study was to analyze the impact of gender pay gap on workplace productivity and employee morale in Canada. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The gender pay gap in Canada negatively affects workplace productivity and employee morale. Disparities in pay can reduce motivation and engagement, leading to lower productivity and higher turnover. Female employees, in particular, experience decreased job satisfaction and trust in organizational fairness, affecting overall morale. This gap also hampers an organization's ability to attract and retain talent, impacting its effectiveness. Addressing pay equity is essential for improving productivity and maintaining a positive work environment. Unique Contribution to Theory, Practice and Policy: Equity theory, social identity theory & motivation-hygiene theory may be used to anchor future studies on analyze the impact of gender pay gap on workplace productivity and employee morale in Canada. Transparent pay practices involve openly sharing information about salary ranges, promotion criteria, and compensation decisions within an organization. Implementing gender pay gap reporting requirements at a policy level mandates that organizations disclose data on gender-specific pay disparities.

Organizational justice and employee acceptance of management decisions: the mediating role of perceived organizational adaptation to hindering external conditions

PurposePrevious research has demonstrated that the experience of fair treatment (organizational justice) motivates workers to accept their leaders’ decisions, even when these decisions are viewed as unfavorable. We aim at extending these findings by testing for mediating effects of the perceived impact of the COVID-19 pandemic on the organization as a particular example of a hindering external condition. We expected that employees’ perception of management response to the pandemic would partly mediate the effect of organizational fairness on employee compliance.Design/methodology/approachIn Study 1 we surveyed a nationally representative (N = 1,001) sample of employees. In Study 2 we used a representative sample (N = 250) of those workers who were laid off during the pandemic.FindingsWe show that an organization’s perceived ability to adapt to the pandemic partly mediated the relationship between organizational justice and acceptance of management decisions. Employees who were treated fairly were more ready to accept management decisions and viewed their organization as better prepared for hindering external conditions such as COVID-19. Their perceptions of organization’s ability to adapt partly mediated the effect of organizational justice on decision acceptance.Originality/valueOur study is among the first to identify a link between organizational fairness and organizational adaptation. We show that employees perceive fair organizations as better prepared for external shocks.

Influence Of Organizational Fairness, Organizational Culture and Job Satisfaction On Organizational Commitment

Research Aims: This study aims to analyze the effect of organizational justice, organizational culture, and job satisfaction on organizational commitment among community members of Kampung Batik Giriloyo, Wukirsari, Bantul, DIY. Design/methodology/approach: This study is a quantitative research, by examining the cause-and-effect relationship of the variables Organizational Justice, Organizational Culture, Job Satisfaction, and Organizational Commitment, with 42 respondents. Data was collected using a questionnaire using a Likert scale of 1 to 5, where 1 indicated "strongly disagree" and 5 indicated "strongly agree". The collected data is processed with the SPSS program. Research Findings: 1) there is a positive and significant influence between organizational fairness and organizational commitment. (2) There is a positive and significant influence between organizational culture on organizational commitment. (3) There is a positive and significant influence between job satisfaction and organizational commitment. (4) There is a simultaneous positive and significant influence between organizational fairness, organizational culture, and job satisfaction on organizational commitment. Theoretical Contribution/Originality: This integrated strategy includes a holistic approach that aims to simultaneously improve fairness, culture, and job satisfaction, which in turn will increase organizational commitment. By adopting this strategy, Paguyuban Kampung Batik Giriloyo can ensure long-term sustainability and success through the creation of an environment that supports and empowers each of its members. Keywords: Organizational Justice; organizational culture; job satisfaction; Organizational Commitment

Impact of Salary and Ranks on Job Satisfaction: Examining the Role of Perceived Fairness in Banking Sector of Pakistan

Current study is first of its kind in the context of public sector banking. The study examines the relationship between salary, promotions and job satisfaction. This study tests the relationship by assuming that Perceived Fairness plays moderating role between the relationship of salary, promotion and job satisfaction. The study draws on convenience i.e. non probability sample of 360 Individuals in a cross sectional manner. The data was collected through self-administered questionnaire from the employees of public sector banks of Pakistan where the dire need of examining perceived fairness was identified due to which employees Job Satisfaction is low. The data was analyzed through SAS software. Results show that that there is positive significant relationship between Salary, Promotions and Job satisfaction. Moreover, Perceived Organizational Fairness plays moderating role between the relationship of Salary and Job Satisfaction. Findings of the current study pave the way for future research using evidence from an under-researched context and region i.e. Pakistan.

A STUDY ON THE FACTORS INFLUENCING THE TURNOVER BEHAVIOR OF NEW GENERATION EMPLOYEES IN INSURANCE COMPANIES

Along with the rapid development of the insurance industry, the requirements for insurance practitioners are also increasing. From traditional insurance businesses to digital businesses, employees are required to maintain a high level of learning and work abilities in order to face the complex and ever-changing market environment. The advantages of the new generation of employees are their strong work ability and high learning ability, but the disadvantages are that they have distinct personalities and do not attach enough importance to the authority of their leaders. They like to act according to their own style when doing things. Using the new generation of employees properly can benefit the organization, but improper use can cause harm. With the increasing proportion of new-generation employees in the organization, how to effectively manage them, reduce their turnover rate, and ensure the stable development of the talent team is an issue that organizational management should pay attention to. Empirical analysis shows that three influencing factors, namely organizational fairness, promotion channels based on the term target responsibility system, and a highly flexible salary structure, can reduce the probability of turnover behavior among the new generation of employees in insurance companies. The highly flexible salary structure has the greatest impact on the turnover behavior of new generation employees in insurance companies, proving that addressing the material needs of new generation employees can stabilize the talent pool of new generation employees.

Predictive effects of organizational justice on job satisfaction in bus drivers: the moderating effects of role overload and proactive personality

BackgroundThere have been few longitudinal studies on Chinese bus drivers and the individual differences in the relationships between organizational justice and job satisfaction. This study examined the organizational justice and job satisfaction in bus drivers and the individual differences in this relationship.MethodsA two-wave longitudinal study design was employed. A first survey was conducted on 513 Chinese bus drivers in October 2021 that collected socio-demographic information and asked about their perceptions of organizational fairness. A second survey was conducted six months later that asked about role overload and job satisfaction and assessed their proactive personality type. An effect model was then used to explore the moderating effects of role overload and proactive personality type on the relationships between organizational justice and job satisfaction.ResultsBoth procedural and interactive justice predicted the bus drivers’ job satisfaction. Proactive personalities and role overload were found to enhance this relationship.ConclusionsOrganizations could benefit from screening at the recruitment stage for drivers with highly proactive personalities. Relevant training for drivers with low proactive personalities could partially improve employee job satisfaction. When viewed from a Chinese collectivist cultural frame, role overload could reflect trust and a sense of belonging, which could enhance job satisfaction. Finally, to improve employee job satisfaction, organizations need to ensure procedural and interactive justice.

Moderation of Organizational Justice on the Influence of Leader-Member Exchange and Discipline on the Performance of ASN Employee

Moderation of organizational fairness and leader-member exchange are important variables that can influence employee performance. This research aims to test and analyze the moderation of organizational justice on the influence of member-leader exchange on the performance of ASN employees of the Ministry of Maritime Affairs and Fisheries. population in this study used a sample of 82 respondents who were employees of the Ministry of Maritime Affairs and Fisheries. The data collection technique uses simple random sampling by distributing research questionnaires in the form of Google Forms via social media. The data processing method in this study is to use smartPLS version 4 to test the hypothesis. The results of this study indicate that leader-member exchange is proven to have a positive and significant effect on employee performance, discipline performance is proven to have a positive and significant effect on employee performance, and organizational justice is proven to affect employee performance. Moderation of Organizational Justice weakens but is significant for the effect of leader-member exchange on performance. Organizational justice strengthens and can moderate Discipline performance on employee performance.

Pengaruh Budaya Organisasi dan Keadilan Organisasi terhadap Kinerja ASN dengan Stres Kerja Sebagai Variabel Intervening pada Dinas Pekerjaan Umum dan Penataan Ruang Kabupaten Merangin

The purpose of this study is to describe organizational culture, organizational justice, work stress and performance of PUPR Merangin Regency employees and to analyze the influence of organizational culture and organizational justice partially and simultaneously directly and indirectly on work stress and employee performance, as well as to analyze work stress on employee performance. To answer the purpose of this research, this research is supported by theoretical studies related to research variables, namely organizational culture, organizational justice, work stress, and performance. In addition, the author is also looking for relevant previous research in the form of articles/journals and previous theses to support this research. The population in this study is PUPR employees totaling 93 employees with conditions in 2022. The data analysis technique used in this study is through path analysis followed by hypothesis testing through F test (Simultaneous) and t test (Partial).From the path analysis test conducted, it was found that organizational culture and organizational fairness affected work stress by 74.2% while the rest was influenced by other variants. Organizational culture and organizational justice affect 75.1% of employee performance in the Merangin Regency PUPR Office. This study concludes organizational culture, organizational fairness, work stress and employee performance in good and high conditions. In addition, organizational culture and organizational justice partially and simultaneously have a positive and significant influence on work stress and employee performance at the Merangin Regency PUPR Office. Similarly, work stress has a positive and significant influence on employee performance.

THE EFFECT OF ORGANIZATIONAL FAIRNESS AND JOB CHARACTERISTICS ON EMPLOYEE ATTACHMENT

The purpose of this study is to determine the Effect of Organizational Justice and Job Characteristics on Employee Attachment to PT. Ching Luh Indonesia, either partially or simultaneously at PT. Ching Luh Indonesia. This study used associative method with quantitative approach. A lot of sampling was 78 people. Descriptive data analysis techniques are used to determine the picture of respondents' answer responses and data distribution, while inferential statistical analysis is for hypothesis testing. Data processing is assisted by Microsoft excel and SPSS software version 25. Based on the correlation test of Organizational Fairness (X1), and Job Characteristics (X2) with Employee Attachment (Y) have a strong relationship. Organizational Fairness and Job Characteristics can project Organizational Fairness with a positive influence, this can be seen from the equation Y = 2.881 + 0.622X11 + 0.304X21 which means that the higher or increased the Employee Attachment. Organizational Fairness and Job Characteristics contributed 55.30% while the remaining 44.70% was influenced by other variables classified in epsilon, namely other factors that affect Employee Attachment but were not careful in this study.

Effects of Organizational Justice on Social Loafing: The Mediating Role of Felt Obligation

Although there has been an increasing body of work on social loafing for over ten years, there are still gaps in our understanding that require further investigation. There is currently a lack of research on organizational justice and the sense of duty towards social loafing. This study examines how organizational fairness (procedural, distributive, interactional) affects social loafing to address a gap in the existing literature. According to social exchange theory, the study predicted that perceived obligation would act as a mediator in the relationship between organizational justice and social loafing. Information was collected from 272 private sector employees in Malaysia. The measurements were analyzed using partial least squares structural equation modeling. With the exception of distributive justice, most direct links have a considerable influence on social loafing, as indicated by the data. Statistical findings confirmed the mediating role of perceived obligation between procedural fairness, distributive justice, and social loafing. The findings did not show that felt obligation plays a mediating role in the link between interactional justice and social loafing behavior. The study advanced knowledge by establishing new connections between organizational fairness, felt obligation, and social loafing behavior. Distinct measures of employees' perceptions of organizational justice offer a more comprehensive understanding of the connection between negative outcomes and their views of the organization. Additionally, the reciprocation process explains the link between organizational justice and social loafing. This research demonstrates that organizational fairness is a crucial component in predicting social loafing behavior, which would be advantageous for employers and human resource experts. Improvements can be made by establishing equitable and uniform workplace standards, encouraging employee input and involvement in decision-making, and demonstrating decency and respect for subordinates to prevent counterproductive actions like social loafing.

Impacts of Procedural Justice and Ethical Leadership on Organizational Innovation

Drawing on social exchange and reformulation of attitude theories, the research model is proposed to test the interrelationships of ethical leadership, procedural justice, organizational trust, work engagement, and organizational innovation. Organizational trust and work engagement are identified as sequential mediators to explore the relationships between procedural justice, ethical leadership, and organizational innovation. Furthermore, a proactive personality is identified as a moderator for the relationship between work engagement and organizational innovation. This article advances and extends the knowledge of the antecedents of organizational innovation from organizational fairness perspectives and ethical leadership style in the Chinese IT industry.

The Influence of Organizational Justice on Managers’ Decision-Making: A Critical Literature Review

This paper focuses on studying organizational justice on managers’ decision making. The process of decision making plays a substantial role in the life of each organization because the results affect all employees at all levels. Making decisions is considered the most significant and intricate managerial task. In addition, it might become more problematic when executives work with people across cultures since individuals from varied cultural backgrounds view issues differently. Decisions that are formed by senior managers are mostly imperative and impactful to the way an organization works. However, senior managers' decisions may have negative effects. In addition, organizational fairness is complex and refers to the fair and right treatment of persons within an organization. As a result, people would like fairness as it recompenses them for their input. Poor organizational justice is a considerable reason for negative responses from staff because they have a strong sense of inequality. Often, ethical dilemmas result from intricate circumstances and discrepancies in values within organizations. Hence, this theoretical paper is designed to investigate the salient literature to develop a holistic overview portraying the individual level of perceived organizational justice. It also indicates its prominent consequences based on a critical review of previous related studies.