Perceptions Of Organizational Justice Research Articles

Is There a Right Way to Lay Off Employees in Times of Crisis?: The Role of Organizational Justice in the Case of Airbnb

The COVID-19 pandemic has negatively affected the tourism and services sector. Using the example of Airbnb’s recent layoff of 25% of its workforce, we focused on the role of organizational justice in mitigating the negative psychological impacts of layoffs. Based on a unique survey of Airbnb employees who survived the layoffs, as well as those who left, we employed an ordinary least squares regression to show that employees’ perceptions of organizational justice were positively related to their job satisfaction and trust in management, while being negatively related to their emotional exhaustion and cynicism. We discovered the crucial importance of interactional justice (i.e., interpersonal and informational justice). The respect, dignity, and politeness shown by management (i.e., interpersonal justice), as well as truthful and adequate communication about the procedure (i.e., informational justice) were pivotal to successfully conducting layoffs, especially during unprecedented economic uncertainty.

An implementation model on staff employment, performance evaluation and financial results in industrial enterprises

Purpose- The personnel involved in the factors of production in economic enterprises operating for the purpose of producing goods and / or services; The process of determining the wages and salaries to be received together with the need for training and career planning by being regularly evaluated every year differs in terms of businesses. The common denominator of the environment of trust and efficiency is the sense of justice that the employees will feel towards the enterprise. One of the main parameters in ensuring the justice environment is the career planning/promotion of the employees and the realization of the salaries and wages they will receive in accordance with objective criteria. The aim of this study is to examine the methods and approaches used in the application of these criteria in industrial processes and to introduce the application model. Methodology- In this study, the application model of multinational companies inspired by Peter Drucker's management by objectives method, the application of the operating budget of various enterprises, job descriptions, staff qualifications, target determination, final evaluation and operating wage increase rates to the personnel in the management application were examined. Findings- The results obtained, The highest increase rate was determined by the board of directors of the enterprise and the differences were defined according to the success grades of the employees; It shows that the decisions of the board of directors of human resources are reflected to the personnel by applying a program and by taking the evaluations of the relevant manager. Conclusion- The application of the model introduced in the research makes it possible to optimize primarily the business objectives as well as the employee objectives. All evaluations regarding the personnel are made depending on the objective conditions, and the consent of the personnel is sought in the decision processes.For future studies, the effects of these applied methods on employees' perception of organizational justice can be examined. Keywords: Personnel employment, performance-based payment, industrial enterprises, finance, management JEL Codes: M10, M12, G10

Linking Organisational Justice to Malaysian Public Doctors’ Turnover Intention: A Moderated-mediation Model

Malaysia is working on achieving Universal Health Coverage for its people. On the other hand, the migration of experienced doctors from the public to private sectors is a significant hurdle to achieving universal health access. The scenario harms health systems worldwide, including Malaysia, where many public doctors have resigned from the Ministry of Health. One ground reason for their withdrawal was concerns about the justice system. A review of the literature revealed that a positive perception of organisational justice could inversely impact the level of turnover intention. This serves as a precursor that leads to actual turnover among organisational employees. To a certain extent, organisational citizenship behaviour and personal norm of reciprocity could determine the nature of the interaction between the variables with their mediation or moderation roles. Therefore, this conceptual paper aims to investigate to what extent the mediation of organisational citizenship behaviour and moderation of personal norms of reciprocity could significantly alter the interaction between organisational justice and turnover intention among Malaysian public doctors. The authors believe this is the first study of its kind to integrate organisational citizenship behaviour and personal norms of reciprocity in a moderated-mediation model involving Malaysian public health professionals, particularly doctors.

Perceived Organizational Support and Performance: Moderated Mediation Model of Psychological Capital and Organizational Justice – Evidence from India

ABSTRACTEmployee performance attainment is a pervasive issue in the workplace and is increasingly becoming an important problem for effective human resource management. A review of the extant literature on perceived organizational support (POS) and performance suggests that there is a dearth of research aimed at examining the underlying mechanisms and the boundary conditions of the relationship between POS and performance. One of the objectives of this study is to examine the mediating role of psychological capital on the relationship between POS and performance. Furthermore, this study investigates the moderating role of organizational justice perception in said indirect relationship. Study 1 included a sample of 465 employees from both large private life insurance and telecom organizations. Study 2 was conducted on a sample of 216 employees from a large steel manufacturing firm. Findings suggest that psychological capital mediated the relationship between POS and performance. The indirect relationship of POS and performance via psychological capital was moderated by organizational justice. However, there is a counter-intuitive finding in this research. It was observed that at a high level of organizational justice, it had a smaller effect on performance in contrast to low level of organizational justice. Finally, theoretical contributions and managerial implications are discussed.

Improving Teacher’s Job Satisfaction Through Principal Transformational Leadership and Organizational Justice

Teacher's job satisfaction is a crucial factor in maintaining the quality of education. The research aims to demonstrate the principal's transformational leadership role and organizational justice perceptions to improve teacher's job satisfaction. The quantitative design with survey methods used in this research. The research was conducted in Indonesia with a sample of 256 private high school teachers. Data analysis uses the analysis path on SMART PLS. Research findings: Teacher's job satisfaction can be improved by optimizing principal transformational leadership's role and enhancing the perception of organizational justice in schools. In this research, strengthening proposals based on transformational leadership indicators and organizational justice can prepare private school strategies and action plans to improve teacher's job satisfaction.

The Mediating Effect of Organizational Justice Perception on the Relationship between Ethical Leadership and Workplace Deviant Behaviors

The present study examines whether there is a relationship between the ethical leadership (EL), organizational justice perception (OJP), and deviant behaviors (WDB) of customs officers working at international airports in Turkey, and aims to determine whether OJP has a mediating effect on the relationship between EL and WDB. For this purpose, the study was conducted on the 487 customs officers working at 28 airports open to international flights in Turkey. In this study, which was carried out with the quantitative method, the obtained data were analyzed with structural equation modeling (SEM). The results showed that EL had a direct and significant effect on OJP. On the other hand, OJP had a negative direct, and significant effect on deviant workplace behaviors. Moreover, there was no direct and consequential effect of EL on WDB. In addition, EL indirectly affected WDB through OJP, and the OJP had a full mediation effect between these two variables. The findings were interpreted by using social exchange theory. This study develops our understanding of the organization-level antecedents of WDB and mediating role of OJP as the social mechanism of EL. In the Conclusion section of the study, some theoretical conclusions are discussed, and recommendations are offered for customs managers.

Pengaruh Keadilan Organisasi Terhadap Perilaku Inovatif Dengan Kepercayaan Organisasi Sebagai Mediasi

The purpose of this research is to see the effect of organizational justice on innovative work behavior, as well as to prove the role of organizational trust in mediating the effect of organizational justice on innovative work behavior. The method used in this research is quantitative research which explains that the research paradigm emphasizes understanding of problems in social life based on the conditions of reality or natural settings that are holistic, complex and detailed. This research is descriptive and verificative in nature. The population of this research is members of Battalion Arhanud 13/PYB, totaling 525 people. Using the N population table developed by Krejcie and Morgan, the sample size is 217. The sample determination method used in this study is simple random sampling method. Data collection was carried out by means of field research, by submitting a structured questionnaire. Perceptions of organizational justice are measured by OJS (Moliner, 2004), organized by 12 items. Organizational trust is measured using Gabarro and Athos (1976) in Interpersonal Relations and Communications; which consists of 7 items as follows (Alshaabani, et al., 2022). Innovative behavior is measured by assessing how far each individual contributes to work based on Janssen (2000), totaling 9 items. The analysis technique used is the structural equation modeling (Structural Equation Modeling-SEM) based on variance or partial least squares (PLS). The results of the study found that organizational justice had a significant positive effect on innovative work behavior and organizational trust mediated the effect of organizational justice on innovative work behavior.

Perception of organizational justice and home office work performance: influence of affective commitment

Perception of organizational justice and home office work performance: influence of affective commitment

资质过剩感知对网络怠工关系的研究——工作疏离感与组织公平感的作用

资质过剩感知对网络怠工关系的研究——工作疏离感与组织公平感的作用

The relationship between teachers' participation in decision-making, job satisfaction, and organizational justice perceptions

The relationship between teachers' participation in decision-making, job satisfaction, and organizational justice perceptions

Effect of Culture and Leadership on Workplace Incivility with the Mediating Role of Norms and Organizational Justice

This study investigated what leadership traits affect workplace incivility and how they affect them. Drawing on Bandura's theory of social learning, we proposed a theoretical framework explaining leadership and incivility nexus by modifying Walsh et. al. (2017) model, as well as adding culture and more leadership traits. We also classified incivility into Experienced and Behavioral in line with Harold and Holtz (2014) model. We proposed that leadership styles as well as a collective culture, affect workplace Norms to Respect as well as organizational justice perception. And these two would lead towards incivility. Leadership styles included Passive, Charismatic, and Ethical Leadership. Hence, norms for respect and organizational justice has been tested as a mediator between culture, leadership, and civil work. To establish its empirical validity, the survey was conducted from 400 employees working in Pakistan's private sector organizations by means of a close-ended questionnaire. Data were analyzed using Structured Equation Modeling and Confirmatory factor analysis. The findings indicate that culture and leadership strongly predict incivility in the workplace. Collectivism has a significant positive relationship with Norms, whereas, Charismatic, and Ethical Leadership has a significant positive relationship. Passive leadership seems to have a significant negative effect on both Norms and Organization Justice. Organization Justice negatively and significantly affects both Behavioral and experienced incivility. Hence, the results demonstrated that as compared to norms, Organizational justice mediates the relationship between culture, leadership, and incivility in the workplace.

Organizational justice perception and job satisfaction of professors

Organizational justice perception and job satisfaction of professors

The Mediating Role of Perception of Corporate Social Responsibility in the Effect of the Perception of Organizational Justice on Organizational Commitment

The Mediating Role of Perception of Corporate Social Responsibility in the Effect of the Perception of Organizational Justice on Organizational Commitment

Demystifying the Effect of High-Performance Work Systems on Job Involvement Based on Dual-Path Mediation Model

This study investigates the links between high-performance work systems (HPWS) and job involvement (JI) via organizational justice (OJ) and employee well-being (EW) as mediators. The proposed social exchange theory-based research framework is used to demystify the role of HPWS on job involvement. The proposed framework is validated with ten five-star hotels in India through structural equation modelling. The model reliability and robustness of constructs are tested with confirmatory factor analysis. The findings indicate that organizations must pay close attention to the perceptions of organizational justice and employee wellbeing to foster greater job involvement in their workforce. The positive relationship between HPWS and job involvement was found to be partially mediated by organizational justice and employee wellbeing. Further, HPWS showed a positive relationship with job involvement that was both direct and significant. The present research contributes to the existing body of literature by examining organizational justice and employee wellbeing as mediating variables between HPWS and job involvement in the Indian hotel industry.

The effect of organizational justice and employee satisfaction: A bibliometric analysis of the literature

Organizational justice has a benchmark for a person's feelings from the results of an employee's assessment of an organization, this is related to making organizational decisions to become an important element for the workers by involving decision-making regarding policies and regulations in the organization. This may give an immediate impression of the needs of labor organizations in terms of the roles of workers. The purpose of this research is to provide an assessment of the relationship between organizational justice and employee satisfaction as a related one. The level of employee satisfaction is positively or negatively affected because the perception of organizational justice is felt directly by employees who are treated fairly in the workplace. Job satisfaction is positively motivated by work as such. The concept of organizational justice and satisfaction becomes an important factor when the interests of human resources are taken into account in the business environment. The purpose of this study was to measure the effect of organizational justice on individual employee satisfaction within the organization. The concepts of organizational justice and job satisfaction have important preparations for an organization to achieve them. Articles were taken from the Publish or Perish database, with a total of 200 articles found in the period 2018-2023 that were analyzed. Then the researcher grouped and visualized using the VOS viewer application to be able to identify the data that had been collected. This literature study provides an appropriate meeting point regarding the themes of organizational justice and employee satisfaction at the academic level.

Effect of Organizational Justice and Job Satisfaction on Service Quality among Nursing Staff: A Systematic Review

Organizational justice is one of the critical elements of organizational and professional development and is associated with improved staff performance, commitment and job satisfaction, leading to enhanced quality of care. Additionally, the job satisfaction of nursing staff is an indication of a good working environment and institutional management. The article answers the following question: "Is there a relationship between organizational justice and job satisfaction among nurses at national and international levels?" based on an online search of 12 scientific databases, which allows various national and international data to be examined. A comprehensive systematic review of 260 titles was conducted, of which 50 studies met the inclusion criteria. However, 12 studies completed the data and were included in the qualitative synthesis. Most nurses were satisfied that overall, nurses' perceptions of organizational justice and workplace deviance were above average. Moreover, most of the studies analyzed found a strong relationship between organizational justice and job satisfaction. The results of this study demonstrate a positive relationship between job satisfaction and quality of care, as well as a positive relationship between organizational justice and quality of care.

Investigating the influence of perceived organizational justice on counterproductive work behaviours: mediating role of negative emotions

PurposeUsing the theoretical lens of appraisal theory, this research aims to investigate the interrelationship between employees' organizational justice perceptions and counterproductive work behaviours (CWBs) through the mediation of negative emotions.Design/methodology/approachTo this end, a sample comprised of 207 banking sector employees of Pakistan was utilized to test hypothesized relationships. The collected data were analyzed through the partial least structural equation modelling technique.FindingsResults show that counterwork behaviours are influenced by distributive and procedural justice perceptions. The mediating effects of negative emotions were also statistically significant between procedural, interpersonal and informational justice perceptions and counterwork behaviours. No gender differences were found between distributive, interpersonal and informational justice perceptions and counterwork behaviours. However, the authors found that procedural justice perceptions of female employees are strongly related to CWBs as compared to male employees.Originality/valueThis research contributes to the existing organizational behaviour literature by empirically testing the hypothesized relationships using the theoretical lens of appraisal theory with advanced quantitative data analysis techniques.

Informational Justice and Remote Working: All is Not Fair for Work at Home

Given the increase in remote working due to the social distancing requirements as part of the response to the Covid-19 Pandemic, the variable of work-from-home has become more salient in the business community. The existing literature squarely places remote working as an antecedent to employee perceptions of Organizational Justice throughout many industries. The same literature presents work from home in a positive frame of reference in a pre-pandemic world. However, in the Covid-19 environment, many perceptions have changed regarding employment. Likely overall perceptions regarding work from home have also shifted because more people engage in the activity. We argue that perceptions of work from home through the frame of reference found in the literature of Organizational Justice have shifted to be more negative. To study this phenomenon, we gathered social media data in comments from a work discussion forum on the Reddit website. We coded the data with an a priori codeset and assigned dummy variables for analysis. The dataset was analyzed via a five-way Factorial ANOVA examining the influences of the four independent variables of Organizational Justice (Distributive, Procedural, Interpersonal, and Informational Justice) and the temporal occurrence of Covid-19 on the sentimental polarity of comments surrounding the topic of work from home. Our findings indicated that Informational Justice significantly contributes to more negative sentiment regarding work-from-home. Additionally, when Distributive, Interpersonal, and Informational Justice and Distributive and Informational Justice interact, sentimental polarity grows more negative for work from home. Discussion of results, implications for practice, and limitations presented.

Professional Turnover Intention in Indonesia: Perceived Effects of Organizational Support, Burnout, and Organizational Justice

The importance of this research, which is sourced from several relevant references, states that the turnover rate from all sectors, both public and private, (Mercer, 2019) especially the banking sector experienced high turnover or resignation. Therefore, the researcher proposes the factors that become the main consideration of employees acting on the intention to move or leave. Indicated these factors are perceived organizational support or supervisor support, burnout (high stress, emotional stress, depersonalization, reduced personal achievement, procedural justice, distributive justice, and interpersonal justice). Perceptions of organizational support, burnout, and organizational justice on professional turnover intention in Indonesia. The design of this study uses a quantitative approach. The method of determining the sample uses professionals working in the Indonesia area using the purposive sampling technique which will be analyzed using the SEM-PLS method. The findings of this research model are that the perception of negative support has a negative effect on the intention to move, saturation has a positive effect on the intention to move, and organizational justice has an effect on the intention to move. Keywords: burnout, organizational justice, perceived organizational support, turnover intention. DOI: 10.7176/JRDM/89-05 Publication date: November 30 th 2022

COVID-19 SÜRECİNDE ÖRGÜTSEL ADALETİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDER-ÜYE ETKİLEŞİMİNİN ARACILIK ROLÜ

In order for organizations to continue their existence by reaching their strategic goals and objectives, employees' perceptions of the existence of justice within the organization need to be strengthened. With a high level of organizational justice perception, the emotional and cognitive bond that employees establish with their organizations will contribute to their integration with the organization. The integration of the employee with the organization in every situation and condition and the effort to contribute to the achievement of the goals of the organization is shaped by the quality of the leader-member interaction. In this context, the aim of this research is to determine the role of leader-member exchange (LMX) in the relationship between positive organsational justice (OJ) (distributive (DJ), procedural (PJ) and interactional (PI) and IJ) OI and organizational identification (IO) perceived by bank employees working in the Turkish banking sector during the global covid-19 process. The data used in the research were collected from 324 participants working in the Turkish banking sector. In order to test the research model and hypotheses, the hierarchical regression analysis was used. In this kind of adversity, the correlations among OJ (procedural, distributive and interactional), OI and LMX, which play an important role for organizations to achieve their goals and objectives, are discussed specifically in the banking sector.