Perceptions Of Organizational Justice Research Articles

Mediator organizational justice in the relationship between power distance and organizational alienation

The purpose of this study was to determine the mediator role of organizational justice between healthcare workers power distance and organizational alienation. In the research, power distance is independent variable, organizational alienation is the dependent variable, and organizational justice is the mediating variable. The study used convenience sampling to reach 491 employees out of 4974 active employees from 14 public hospitals in Ankara, the capital city of Turkey. A survey was used in this research. The research analysis was carried out using the SPSS package programme. SPSS Process macro was used to determine the effect of mediation and Model 4 was used for mediation. The results of the study showed a positive association between power distance and organizational alienation.Also, the study results show a negative relationship between power distance and perception of organizational justice; It was concluded that there is a negative relationship between organizational alienation and perception of organizational justice. showed.Organizational justice has a significant mediating role in the effect of power distance on organizational alienation.

A Model Proposal for Developing a Solution and Determining the Administrative Problems of Hospitals in Turkey: The BUY Model.

Background and Purpose: This study was conducted in line with the request of the senior management of a hospital. The objective of the current research is to identify managerial problems through the relationship between health employees' perceptions of organizational justice, trust in the manager and the organization, and job satisfaction; develop a solution proposal over the relationships between these variables and motivation variables; and present a model proposal (BUY Model) as a result. Methods: The study sample is comprised of 673 employees. The study data were collected online using a questionnaire consisting of five scales. The data were analyzed by descriptive statistical methods, correlation analysis, and regression analysis. Results: The findings obtained from the study showed that the participants' perceptions of organizational justice, trust in the manager and the organization, job satisfaction and motivation were generally at a moderate level. The study also determined that trust in the manager and the organization had a partial mediation effect on the effect of organizational justice on job satisfaction and the variables of trust in the organization, organizational justice, and trust in the manager, respectively, and especially, the job satisfaction variable also affected motivation. Conclusion: The BUY model was developed to identify problems related to the management of healthcare human resources and solve these problems. Considering the importance of the concepts of job satisfaction and motivation in terms of employee performance, health service quality, and patient satisfaction, it is thought that the developed model will benefit managers of health institutions in increasing the job satisfaction and motivation levels of health employees.

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.

The role of intent to harm in workplace aggression

AbstractConceptualizations of workplace aggression converge in treating intent to harm others as a necessary feature of aggression. However, inspection of workplace aggression scales suggests that many items do not specify intent to harm. In a series of three studies, we examined the effect of inclusion of intent to harm on workplace aggression's psychometric properties. Study 1 found that existing workplace aggression scales do not consistently specify or imply intent to harm. Study 2 found that inclusion of intent to harm has substantial implications for aggression's occurrence rate. Prior research that does not assess intent to harm overestimates the frequency of aggression. Study 3A found that workplace aggression's correlations with external variables were also overestimated when failing to include intent to harm. We found that aggression measured without specifying intent is highly correlated with counterproductive work behavior (CWB), whereas aggression measured with intent specified is empirically distinguished from CWB. In Study 3A, a construct‐valid workplace aggression scale was created, called the Intentional Workplace Aggression Scale (IWAS). Study 3B showed that the IWAS displayed relationships with affective constructs, such as trait anger and emotional stability, as well as with situational variables, such as job satisfaction and organizational justice perceptions.

The effect of organizational justice on police officers’ perception of procedural justice in the South Korea: the mediating roles of perceived discretion and responsiveness

PurposeRecently, the interest of scholars studying procedural justice in policing has shifted from the relationship between procedural justice and citizen compliance to trust in police officers’ perceptions of who exercises it. This study explores the relationship between organizational justice and the perception of procedural justice from the perspective of police officers. Furthermore, it investigates the mediating roles of discretion and responsiveness.Design/methodology/approachUsing 441 survey responses from South Korean police officers, a mediation model is outlined and tested using structural equation modeling (SEM). The results showed that police officers’ perceptions of organizational justice had indirect effects on the perceived importance of procedural justice. Moreover, discretion and responsiveness mediate the relationship between organizational justice and perceived procedural justice.FindingsOfficers who perceive police fairness are more likely to have a positive perception of procedural justice toward citizens when they have a higher level of discretion and responsiveness. However, police officers’ perceptions of organizational justice are not directly linked to their perceptions of procedural justice.Originality/valueThis study contributes to the generalization of knowledge by empirically testing Van Craen’s theoretical model of the Korean police. It also expands the existing theoretical model by investigating the influence of overall organizational justice and its possible mediators on procedural justice.

Perceived organizational justice and support facilitate employee innovation: A moderated mediation model of work engagement and empowerment

In this study we employed a dual theory of social exchange and conservation of resources to examine how individual perceptions of organizational justice and support translate into innovative work behavior via engagement and empowerment. We analyzed data from 367 academic staff and their leaders in 82 public higher education institutions in China, and the results revealed a positive association between perceived organizational support and innovative work behavior, which was mediated by work engagement. A result surprising to us was that although organizational justice indirectly enhanced innovative work behavior through work engagement, organizational justice did not directly drive innovative work behavior. Moreover, psychological empowerment did not moderate the indirect linkage between organizational justice/perceived organizational support and innovative work behavior via work engagement. These findings are relevant to organizations seeking to utilize different perceptions of individual employees to drive innovation.

The Influence of Perceived Organizational Support and Organizational Justice on Job Satisfaction

AIESEC is a youth-led global organization that seeks to achieve peace and fulfill human potential by activating leadership qualities among youth. Job satisfaction is seen based on the Net Promoter Score (NPS). This research aims to determine the influence of perceptions of organizational support and organizational justice on job satisfaction at AIESEC Bandung. This research uses a quantitative type of research with a saturated sampling technique. The data collection method was carried out by distributing questionnaires to 157 respondents. The research results were processed and analyzed using descriptive analysis with PLS-SEM analysis techniques. The research results show that organizational support has a significant effect on job satisfaction as well as organizational justice which has a significant effect on job satisfaction.

The role of organizational justice as mediator in the relationship between Islamic work ethics and work engagement

This research aims to examine organizational justice's role as a mediator in the association between Islamic work ethic and work engagement among Sharia Bank employees. The respondents were 86 employees of Sharia Bank in Jakarta. The hypothesis was examined through a mediation test that involved four steps, including three simple regression and multiple regression. The results showed that organizational justice meditates the relationship between Islamic work ethic and work engagement among Sharia Bank employees. Employees who strongly uphold Islamic work ethics will have a positive perception of organizational justice, which, in turn, leads to higher engagement with their work. These findings have implications on how organizations can enhance employees' work engagement by promoting employees' positive perception of organizational justice.  

When there is no justice, we need an old HERO. The trickle-down effect of psychological capital: the moderating role of organizational justice and leaders' age.

The objective of the study was to explore the impact of leaders' ages and followers' perceptions of organizational justice (POJ) on the transfer of psychological capital (PsyCap) from leaders to followers, particularly examining how employees' resilience is influenced by leaders' PsyCap. While some evidence exists regarding PsyCap's trickle-down effect, the specific circumstances triggering this phenomenon remain unclear. This study investigates the relationship between followers' and leaders' PsyCap, employing the Social Cognitive Theory and considering the moderating effects of leaders' age and POJ. The study focused on leader-follower dyads within a randomly selected sample of 406 businesses, encompassing 812 respondents. The survey investigation utilized the CAPI approach. The hypothesized model underwent testing through multilevel dyadic regression analysis, employing an actor-partner interdependence model. The findings support two moderators -employees' POJ and managers' age - and highlight the cross-over effect of PsyCap. Specifically, a stronger trickle-down link is observed when a leader is older and operating within a low POJ environment. Additionally, the study revealed a positive correlation between employees' PsyCap and POJ. The development of POJ enhances employees' PsyCap and resilience, while leaders' PsyCap may compensate for organizational POJ deficiencies. This study is among the first to explore PsyCap's moderators, specifically analyzing leaders' ages and POJ as factors influencing the cross-over effect of PsyCap. By identifying previously unrecognized moderators affecting the cross-over PsyCap effect, this research contributes significantly to the PsyCap literature.

The Impact of Management by wandering Around on the Perception of Organizational Justice from the Perspective of Employees in the Directorates of the Jordanian Ministry of Education

هدفت هذه الدراسة بيان أثر الإدارة بالتجوال على الشعور بالعدالة التنظيمية من وجهة نظر موظفي وزارة التربية والتعليم الأردنية, و الكشف عن أثر أبعاد الإدارة بالتجوال (تحسين الاتصال واكتشاف الحقائق والتحفيز والتطوير والإبداع والتغذية الراجعة) على العدالة التنظيمية, ولتحقيق هذا الغرض تم استخدام المنهج الوصفي التحليلي عن طريق جمع البيانات وذلك بالرجوع إلى الدراسات والادبيات السابقة وبناء استبانة مكونة من 42 سؤال موزعة على 8 مجالات, وبعد التأكد من صدقها وثباتها تم توزيعها على عينة شملت 229 مبحوثاً وذلك من الموظفين العاملين في مركز وزارة التربية والتعليم الأردنية ومديرياتها في شهري شباط وآذار من العام 2023, وبعد تحليل البيانات واختبار الفرضيات توصلت الدراسة إلى العديد من النتائج ومن أهمها أن درجة ممارسة المديرين ورؤساء الأقسام للإدارة بالتجوال في المديريات التابعة لوزارة التربية والتعليم من وجهة نظر الموظفين جاءت بدرجة موافقة مرتفعة, وأن شعور الموظفين بالعدالة التنظيمية جاء بدرجة متوسطة, وبينت الدراسة وجود أثر ذو دلالة إحصائية بين الإدارة بالتجوال بأبعادها (تحسين الاتصال واكتشاف الحقائق والتحفيز والتطوير والإبداع والتغذية الراجعة) وبين شعور الموظفين بالعدالة التنظيمية, وقد خلصت الدراسة إلى مجموعة من التوصيات ومن أهمها توفير تدريب وتطوير مستمر للمديرين ورؤساء الأقسام المكلفين بالتجوال وتزويدهم بالمعلومات والأدوات اللازمة لضمان تنفيذ التجوال بطريقة وفعالة، وتعزيز مفهوم العدالة التنظيمية وأهميتها في بناء ثقافة المؤسسة.

Organizational justice perception and employees’ social loafing in the context of the COVID-19 epidemic: the mediating role of organizational commitment

As the cornerstone of enterprises, employees have played a pivotal role in navigating the challenges posed by the COVID-19 pandemic and ensuring the survival and growth of businesses. The global wave of unemployment triggered by the pandemic has given rise to innovative work engagements, including remote work and employee sharing. This shift prompts employees to reconsider their relationship with the organization, the extent of their collaboration, and their commitment to sustaining the enterprise’s viability and development. Amidst the diverse performance level of employees, the question arises: will they redouble their efforts to showcase their value or succumb to a state of inertia? Additionally, the outbreak of the COVID-19 epidemic has brought about adverse impacts, making enterprises think about how to inhibit employees’ social loafing, stimulate their enthusiasm, and to rely on collective strength to overcome the crisis. During the pandemic, uncertainty of the work environment was elevated, and the factors influecing employees’ social loafing, perception of organizational justice, and organizational commitment became more significant. Based on the social exchange theory, this paper conducts research on how employees’ perception of organizational justice level weakens their social loafing and incorporates organizational commitment into the research framework in order to explore new presentations of relationships between these variables in the context of the epidemic. Through the data analysis of 276 questionnaires, the study found that: (1) the organizational justice has a negative impact on the social loafing of employees; (2) the organizational commitment plays a complete mediating role between the organizational justice and employees’ social loafing.

Perceptions of organizational justice and life satisfaction among Nigerian prison staff

ABSTRACT Employee perceptions of fairness are a critical component of organizational justice, and empirical studies have shown that both distributive and procedural justice, the major dimensions of organizational justice, play a role in work performance and life satisfaction. In this study, we surveyed perceptions of organizational justice from 120 Nigerian prison staff and examined how it impacted their life satisfaction. The findings indicated both procedural and distributive justice were associated with higher levels of life satisfaction. Line staff had lower life satisfaction, but it was the only demographic variable to have a significant effect. As the costs of acting in a procedurally fair manner are minimal, interventions that increase perceptions of procedural justice are likely to improve staff’s life satisfaction, a result that has clearly positive consequences for both employers and employees. Improving distributive outcomes, such as pay and benefits, are costlier but should also result in improved life satisfaction.

Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

Purpose This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic. Design/methodology/approach Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling. Findings The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance. Research limitations/implications To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures. Originality/value An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.

Life Satisfaction Among Chinese Aged Workers: Interplay of Organizational Justice, Workplace Emotions, and Subjective Age Perception.

Organizational justice, as a multifaceted construct, plays an essential role in shaping organizational behaviors vital for boosting productivity. Previous research has underlined its influential role in both task performance and organizational citizenship behaviors. Importantly, positive emotions stemming from perceptions of both distributive and procedural justice have been associated with heightened levels of life satisfaction. This study aimed to elucidate the mediating role of these emotions in the connection between organizational justice perceptions and life satisfaction. Participants (N= 588) in two waves of multisource data from fifteen private firms in China, have been aged workers from 40 to 60 years old. The findings revealed a significant mediation effect of positive emotions linking employees' perceptions of justice and their overall life satisfaction. In alignment with the Spill-over hypothesis, our findings underscore the importance of cultivating an equitable work environment. Such an environment does not only drive job-specific outcomes but also deeply influences employees' broader well-being and happiness. By grasping the intricacies of organizational justice and its myriad effects on employee satisfaction, organizations can devise precise interventions, thereby elevating both employee well-being and overall productivity.

The impact of HRM practices on OCB-I and OCB-O, with mediating roles of organizational justice perceptions: Moderating roles of gender

Aim/purpose – The purpose of this study is to investigate the impact of HRM practices on OCB-I (altruism and courtesy) and OCB-O (sportsmanship, conscientiousness, and civic virtue) by examining the mediating role of organizational justice perceptions (i.e., distributional, procedural, and interactional justice) and the moderating role of gender. Design/methodology/approach – The study is based on a national sample of 10 organi- zations from the banking industry in Kosovo and data were obtained from 459 employ- ees. The statistical method involved regression analyses by constructing 14 different models through controlling demographics and the Sobel test for testing the moderator hypotheses. Findings – The findings of the study suggest that there are positive relations between HRM practices and both OCB-I and OCB-O. Additionally, HRM practices show posi- tive relations with justice perceptions, while justice perceptions show positive relations with both OCB-I and OCB-O. Furthermore, justice perceptions play a mediating role in the relationship between HRM practices and both OCB-I and OCB-O. Gender moderates the relationship between HRM practices and justice perceptions, showing a positive relationship for females but a negative one for males. Lastly, gender also moderates the relationship between justice perceptions and OCB-O, being positive for males but nega- tive for females. Research implications/limitations – Limitations of this study include uncertainties in determining the most suitable HRM practices for assessing their impact on OCBs, poten- tial method bias from the limited sample, and limited generalizability beyond Kosovo’s banking sector due to cultural variations. Originality/value/contribution – This study provides a comprehensive understanding of HRM practices, organizational justice, and OCBs within Kosovo’s banking sector. The findings not only contribute to theoretical knowledge but also offer practical insights for Kosovan commercial banks, emphasizing the importance of evaluating HRM prac- tices and justice perceptions to enhance employee behaviors crucial for organizational success. Keywords: HRM practices, justice perceptions, citizenship behavior, gender. JEL Classification: M10, M12, M19.

Meta-Analysis of the Relationship between Perception of Organizational Justice and Gender in Educational Organizations in Türkiye

This study aims to examine the relationship between the perception of organizational justice and gender in educational organizations using the meta-analysis method. Additionally, the study explores the impact of moderator variables, including year, thesis/study type, field of study, participants, school type, and applied region, on the relationship between organizational justice perception and gender. The research begins with a comprehensive literature review that identified 883 academic theses. These theses were then screened based on inclusion criteria, resulting in 86 independent theses that met the criteria for meta-analysis. The meta-analysis encompassed a total sample size of 37,192, with 20,503 females and 16,689 males. The study findings indicate a significant gender-based difference in organizational justice, favoring men [k = 86, d = -0.062, 95% CI (0.096, -0.028), p < 0.05]. Additionally, the results show that the relationship between gender and organizational justice perceptions remains consistent across various moderators. Based on these findings, it is recommended that researchers conduct causally-determining studies, while educational administrators should focus on enhancing interactional, distributional, and procedural efforts to improve the perception of organizational justice, particularly among women.

The Mediating Role of Organizational Cynicism in the Relationship Between Organizational Justice Perception and Organizational Citizenship Behavior: A Research in the Textile Sector

Değişen rekabet koşullarıyla birlikte işletmeler için beşeri sermayenin önemi gün geçtikçe artmaktadır. Çalışanın kendisini işletmenin bir parçası olarak görmesi, işletmenin başarısı için gönüllü davranışlarda bulunması, çalışma arkadaşları ile eşit bir muamele gördüğü bir ortamda faaliyetlerini sürdürmesi, onların potansiyellerinden en üst düzeyde faydalanabilmek adına önemlidir. Bu doğrultuda çalışmanın amacı, örgütsel adalet ve örgütsel vatandaşlık davranışı arasındaki ilişkide örgütsel sinizmin aracılık rolünün incelenmesidir. Ordu ili Ünye ilçesinde tekstil sektöründe faaliyet gösteren bir işletmede 197 çalışandan elde edilen anket verileri doğrultusunda analizler gerçekleştirilmiştir. Gerçekleştirilen regresyon analizleri sonuçlarına göre örgütsel adalet algısının örgütsel vatandaşlık davranışı üzerinde pozitif ve anlamlı bir etkisi olduğu belirlenmiştir. Aracı değişken olarak ele alınan örgütsel sinizmin örgütsel vatandaşlık davranışını anlamlı bir şekilde etkilediği görülürken, örgütsel adalet algısı ile örgütsel vatandaşlık davranışı ve alt boyutları arasındaki ilişkide örgütsel sinizmin aracılık etkisinden söz etmek mümkün değildir.

The Perception of Ogranizational Commitment and Employee Engagement: A Literature Review

Employee engagement is a means to achieve the goal of organization. In this study, the researchers define transformational leadership model as a variable that can affect employee engagement. The employee engagement includes improving the employees’ responsibilities, motivating the coworkers, and influencing the employees’ performance. Accordingly, a study in line with the determinant of employee engagement is needed. This is qualitative research based on literature review the perception of employee engagement. It is important to identify the root factors that lead to employees being engaged. Employee Engagement is influenced by perceptions of organizational support and organizational justice.  The aim of this empirical study was to learn more about the factors that influence employee engagement, such as motivation in the Ministry of Industry.

Effort-Reward Imbalance and Turnover Intention: The Roles of Organizational Justice Perception and Job Mobility

Effort-Reward Imbalance and Turnover Intention: The Roles of Organizational Justice Perception and Job Mobility

How Welcoming Boomerang Employees Affects Employees’ Perception of Organizational Justice: an Analysis on Air Transport Personnel in Turkey

Purpose – The purpose of the study is to examine the relationship between former employee re-recruitment policies and organizational justice perceptions. Aims(s) – It is aimed to examine the studies on hiring former employees, which are performance-oriented in the literature, in the dimension of organizational behaviour. Design/methodology/approach – The study includes a literature review followed by implementation. In the application, data was collected by questionnaire method and then analysed by statistical methods. The analysed data were then interpreted in line with the literature. Findings – As a result of the study, it was revealed that supporting the reemployment of the former employee by the organization resulted in the employee feeling himself/herself in a more just environment. It was observed that the re-hiring of the former employee had a positive effect especially on the interactional justice sub-dimension. Limitations of the study – The fact that the study covers a single country and sector can be considered as a limitation. Conducting various studies in the context of sector and country may take the subject to different places. In addition, the reasons why employees change their jobs according to sectors should be examined in detail. Originality/value – Its focus on aviation personnel, where staff turnover is generally high and critical, and its focus on the employee perspective rather than performance can be considered original.