Relationship Of Organizational Justice Research Articles

Examining the link between CSR perceptions and employee advocacy through organizational justice: Can corporate hypocrisy mitigate?

AbstractThis research aims to understand the relationship between employees' perceptions of corporate social responsibility and employee advocacy behavior through organizational justice. Furthermore, it explores the moderating effect of corporate hypocrisy in the relationship of organizational justice with employee advocacy behavior. Grounded in signaling and cognitive inconsistency theories, the proposed hypotheses were tested on data collected from 360 employees from the hospitality sector. The study followed a time‐lagged approach. In phase 1, the data were collected for demographic variables, corporate social responsibility perceptions, and corporate hypocrisy. In the second phase, data were collected for organizational justice and employee advocacy behavior, using separate survey links. Smart PLS 4.0 was applied to test the relationships proposed in the research model. The study found that employees who positively perceive firms' corporate social responsibility will engage in advocacy behavior. The results suggest a significant mediating effect of procedural justice in the relationship between corporate social responsibility and employee advocacy behavior. However, the mediating effect of distributive justice in this relationship could not be established. Further, the study found evidence that corporate hypocrisy moderates the indirect relationship between corporate social responsibility perceptions and advocacy behavior via procedural justice. Also, to the best of our knowledge, literature has no empirical evidence of the moderating effect of corporate hypocrisy in the indirect association between the perception of corporate social responsibility and employee advocacy behavior via organizational justice. It provides several important implications for advancing theoretical knowledge and practical insights for hospitality industry practitioners.

Workplace deviant behavior among employees of Islamic-based universities in Lampung: the moderating role of Islamic workplace spirituality

PurposeThe purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).Design/methodology/approachThis research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).FindingsOut of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.Research limitations/implicationsThis study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.Practical implicationsSince bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.Social implicationsISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.Originality/valueMost theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.

The Moderating Role of Demographic Factors and Personality on the Relationship of Organizational Justice with Events and Pseudo-Events in Isfahan Province Gas Company’s

Background: Petroleum-related industries, including Gas Company are among the major organizations in Iran. Development of these organizations requires advanced technical equipment, which may lead to higher rates of accidents.
 Methods: The main purpose of this article was to investigate the moderating effect of the selected demographic factors and personality on the relationship of organizational justice with events and pseudo-events in Isfahan Province Gas Company. This descriptive correlational study was conducted over all 72 recorded events and pseudo-events in 2011- 2015. The participants included 32 workers, still working in this company. In order to collect data, organizational justice, personality (NEO), researcher-made demographic factors, and recorded accident rating questionnaires were used.
 Results: The results were analyzed using regression and moderated analysis. The findings showed that living location, kind of job, and education had significant relationship with accidents. Furthermore, job antecedent, education, and neurosis moderated the relationship between organizational justice and accidents (p≤0/05).
 Conclusion: Personality can affect safety and safety affects accidents. So, in order to reduce the number of accidents, personality characteristics should be considered.

Organizational commitment, job satisfaction, organizational justice and self-efficacy among nurses

Background & Aim: Nursing shortage is a growing global challenge in healthcare organizations. Promoting nurses’ organizational commitment may help alleviate nursing shortage. This study sought to evaluate the relationships between organizational commitment, job satisfaction, organizational justice, and self-efficacy among nurses. Materials & Methods: This cross-sectional study was conducted on 401 Iranian nurses randomly selected through two-stage cluster sampling. Data were collected using self-administered questionnaires and analyzed using the SPSS (v.17.0) and the Amos (v.17.0) software. Results: The goodness of fit indices were as the following: χ2/df=2.76 (P<0.001), GFI=0.93; AGFI=0.87, NFI=0.96, RMSEA=0.068, and CFI=0.95. Organizational commitment had significant positive relationships with self-efficacy (β3=0.28, P<0.001) and job satisfaction (γ3=0.73, P<0.001), while organizational justice had significant positive relationship with job satisfaction (γ2=0.89, P<0.001). Moreover, job satisfaction had a mediating role in the relationship of organizational justice with organizational commitment. Conclusion: Hospital managers can promote nurses’ organizational commitment through employing strategies to enhance their perceived organizational justice and thereby, improving their job satisfaction.

Organizational justice and knowledge sharing behavior

PurposeKnowledge sharing (KS) has been consistently acknowledged as a critical factor in the organizational development and the betterment of employees. The purpose of this paper is to extend previous empirical research on KS by testing psychological ownership as an underlying mechanism between the relationship of organizational justice (OJ) and KS behavior in developing country context. The authors also examine the moderating role of perceived organizational support (POS) between psychological ownership and KS behavior.Design/methodology/approachUsing a survey questionnaire, data from 348 employees of multinational corporations in Pakistan were used to test the research hypotheses.FindingsThe results of this research reveal that dimensions of OJ (procedural, distributive and interactional justice) positively influence psychological ownership. In addition, psychological ownership is found as an underlying psychological mechanism between the relationship of OJ and KS behavior. The results also indicate that a higher level of POS strengthens the relationship between psychological ownership and KS behavior.Practical implicationsOrganizations can enhance employees’ sense of psychological ownership by providing them fairness in procedures and resources. Moreover, management can create a perception of equality among the employees which subsequently helps employees engage in sharing their valuable knowledge with their team members and other workers in the organization.Originality/valueThis research suggests that psychological ownership and POS are important factors which influence the relationship between OJ and KS behavior and it empirically tests this model in a developing country context.

Analysis of the Structural Relationship of Organizational Justice, Organizational Citizenship Behavior and Organizational Silence in the School Organization

Analysis of the Structural Relationship of Organizational Justice, Organizational Citizenship Behavior and Organizational Silence in the School Organization

Impact of Organizational Justice and Leader-Member Exchange Behavior on Turnover Intentions and Extra Role Behavior

Work occupies a significant place in people’s lives, and not only because it provides income, challenges and relationships. The conditions under which people work have profound implications for their physical and emotional well-being (Guest, 2004; Moorman, 1991; Namie & Namie, 2000). The purpose of this project is to investigate the relationship of organizational justice, leader member exchange behavior and organizational citizenship behavior on turnover intentions in banking sector of Pakistan. To investigate the said relationships, 200 questionnaires will be collected from the banking industry of Pakistan. Multiple analyses will be performed including factor analyses, regressions, correlations and other descriptive statistics.

The Relationship of Organizational Justice with Positive Organizational Behavior and Work Engagement from viewpoint of faculty members of Zahedan University of medical sciences

مقدمه : ادراك اعضای هیأت­علمی از عدالت سازماني تاثيرات عمده‌اي برنگرش‌ها و رفتارهاي سازماني آن‌ها دارد. از این رو هدف مطالعه حاضر بررسی رابطه عدالت سازمانی با رفتار سازمانی مثبت‌گرا و اشتیاق شغلی اعضای هیأت­علمی دانشگاه علوم­پزشکی زاهدان بود. روش­ها : مطالعه حاضر توصیفی- همبستگی بوده که به شیوه نمونه‌گیری طبقه‌ای در دسترس تعداد 205 نفر از اعضای هیأت­علمی دانشگاه علوم­پزشکی زاهدان از طریق سه پرسشنامه عدالت سازمانی نیه هوف و مورمن (1993)، سرمایه روان‌شناختی لوتانز و همكاران (2007)، و اشتیاق شغلی سالانوا و شوفلی (2004) مورد مطالعه قرار گرفتند. برای تجزیه و تحلیل داده‌ها از ضریب همبستگی و رگرسیون چندگانه همزمان با کمک نرم­افزار آماریSPSS استفاده شد. یافته ­ ها : میانگین نمرات عدالت سازمانی (698/0±61/3)، رفتار سازمانی مثبت‌گرا (593/0±99/3)، و اشتیاق شغلی (474/0±19/4) بود که هر سه متغیر در سطح بالاتری از میانگین نظری (3) قرارداشتند. مقدار ضریب همبستگی عدالت رویه‌ای، توزیعی، مراوده‌ای و سازمانی با رفتار سازمانی مثبت‌گرا به ترتیب 0/444، 0/519، 0/486 و 0/563 بود (01/0p<). براساس نتایج رگرسیون عدالت رویه‌ای، توزیعی، مراوده‌ای 1/32 درصد از واریانس رفتار سازمانی مثبت‌گرا را تببین می‌کنند (05/0p<). مقدار ضریب همبستگی عدالت رویه‌ای، توزیعی، مراوده‌ای و سازمانی با اشتیاق شغلی به ترتیب 0/645، 0/591، 0/612 و 0/705بود (01/0p<). بر اساس نتایج رگرسیون عدالت رویه‌ای، توزیعی، مراوده‌ای 5/51 درصد از واریانس اشتیاق شغلی را تببین می‌کنند (05/0p<). نتیجه­گیری : با توجه به اين که بين عدالت سازماني و مولفه‌هاي آن با رفتار سازمانی مثبت‌گرا و اشتیاق شغلی اعضای هیأت علمی ارتباط معني‌داري وجود دارد و عدالت سازماني قادر به پيش بيني رفتار سازمانی مثبت‌گرا و اشتیاق شغلی مي‌باشد، بنابراين مديران دانشگاه بايد به عدالت سازماني که افزایش رفتار سازمانی مثبت‌گرا و اشتیاق شغلی را در پي دارد، توجه نمايند.

Organizational justice and employee mental health’s moderating roles in organizational identification

Purpose– The purpose of this paper is to test the impact of organizational justice on employees’ mental health. This paper is also an attempt to understand the moderating role of organizational identification on organizational justice and employee mental health.Design/methodology/approach– Standard questionnaires were used to collect data. A survey study was conducted in two multinational companies located in northern and southern part of India. The sample size of the study was 321.Findings– The result of hierarchical regression highlights that distributive and interactional justice were significantly correlated with employee mental health with positive interaction effect in the case of strong identification. Moderating effect of organizational identification on mental health and organizational justice was also found significant.Research limitations/implications– The theoretical development from this paper will contribute to organizational justice research presenting its impact on employee mental health. The moderating effect of organizational identification will bring a new dimension to understand the relationship of organizational justice and mental health.Practical implications– This study will provide insight to practicing manager to reinforce organizational justice practices at workplace. This will also help manager and leader to understand the identification level of employee with organization, and its impact on mental health.Originality/value– This paper explores all the three forms of organizational justice as antecedents. It also studied employee mental health as consequence and the role of organizational identification as moderator on justice and mental health.

The Effect of Gender, Seniority and Subject Matter on the Perceptions of Organizational Justice of Teachers: A Meta-Analytical Study

AbstractThis study reveals the results of a meta-analysis conducted with the theses and research studies published in Turkey from 2005 to 2012 regarding organizational justice. The purpose of this paper is to determine the effects of gender, seniority and subject matter on the perceptions of organizational justice of teachers. Specific criteria were used to select which studies would be included in the meta-analysis. According to these criteria, 17 studies were included from the perspective of gender, 9 from seniority, and 6 from the perspective of subject matter. The study found that the variables of gender and subject matter had a very weak effect on the overall perception of organizational justice, as well as on the sub-dimensions of organizational justice. The research concluded that seniority had a very weak effect overall on the perception of organizational justice, and the organizational sub-dimensions of procedural justice, interactive justice and relationships with managers. The effect on distributive justice and the relationship between employees was weak, bordering on moderate. The study revealed that teachers with 10 years or under of experience had a more positive perception about organizational justice in the dimension of distributive justice, while teachers with 11 years or higher experience had a more positive perception regarding the relationship between employees. This study suggests new meta-analytical studies to determine the relationship of organizational justice with other variables. It also points out that researchers should be more careful in reporting statistics in their studies to allow for the implementation of meta-analyses in the future.Keywords: Organizational justice * Gender * Seniority * Subject matter * Meta-analysisThere is a significant increase in the number of research studies about organizational behavior in the area of educational administration. This increase is also due to the emergence of human-centered management theories within the framework of approaching human relations. These humancentered theories emphasize sensitivity to certain employee characteristics such as emotions, ideas, values, culture and needs (Yilmaz & Altinkurt, 2012a). In this regard, it can be seen that concepts like organizational justice, citizenship, trust, commitment, culture, values and emotions, aside from many others, are covered in research studies. Among such concepts, organizational justice attracts attention as one of the most important subjects in the literature on organizational behavior.Adams' Equality Theory (1963) serves as the basis for studies on organizational justice. Research studies conducted over time have contributed to the development of the concept of organizational justice. A meta-analytical study published by Cohen-Charash and Spector in 2001 encompassed approximately 400 empirical and 200 theoretical studies published in the area of organizational justice. Among these, the number of studies conducted on educational institutions was relatively less. This number has increased, however, owing to measurement tools developed specifically for educational institutions (Donovan, Drasgow, & Munson, 1998; Hoy & Tarter, 2004; Niehoff & Moorman, 1993). In parallel, there has been a significant increase in the number of studies on organizational justice in the area of educational administration in Turkey since 2000.One reason for the interest of researchers with organizational justice could be the relationship of organizational justice to several variables. The literature shows that organizational justice is related to such variables as job satisfaction (Clay-Warner, Reynolds, & Roman, 2005; Elma, 2013; Karakose, Altinkurt, & Yilmaz, 2009; Yurur, 2008), organizational citizenship behavior (Farh, Earley, & Lin, 1997; Moorman, 1991; Niehoff & Moorman, 1993; Polat, 2007; Tansky, 1993; Yilmaz & Altinkurt, 2012b), organizational trust (Folger & Konovsky, 1989; Lind & Tyler, 1988; Ozgan, 2011; Polat & Celep, 2008; Yilmaz & Altinkurt, 2012b), motivation (Folger & Cronpanzano, 1998; Lambert, 2003; Sokmen, Bilsel, & Erbil, 2013), burnout (Liljegren & Ekberg, 2009; Moliner, Martinez-Tur, Peiro, & Ramos, 2005), organizational commitment (Babaoglan & Erturk, 2013; Folger & Konovsky, 1989; Lind & Tyler, 1988; Moorman, Niehoff, & Organ, 1993; Ozgan, 2011), and job performance (Conlon, Meyer, & Nowakowski, 2005; Walumbwa, Cropanzano, & Hartnell, 2009). …

The Moderated Mediation Model of Pay Satisfaction and Intrinsic Motivation in the Relationship of Organizational Justice and Turnover Intention

The Moderated Mediation Model of Pay Satisfaction and Intrinsic Motivation in the Relationship of Organizational Justice and Turnover Intention

Supervisory Support, Organizational Justice and Perceived Organizational Support: A Review and Research Agenda

Past studies have confirmed the relationship between organizational justice and supervisory support with perceived organizational support. However, there is lack of research study conducted on examining the relationship of these two dimensions specifically on the academic staff in Malaysian universities. Furthermore, some researchers also found that organizational support and supervisory support are strongly related to perceived organizational support. Hence, the purpose of this conceptual paper is to provide a review and an examination on the relationship of organizational justice and supervisory support on perceived organizational support among academic staff in Malaysian universities. Conceptual framework and hypotheses have been formulated. The target population is academic staff of Malaysian universities. A simple statistical analysis has been conducted such as reliability analysis and descriptive analysis.

Relationship of Organizational Justice with Constructive Deviant Behavior in Manufacturing Organizations

The research paper aims to determine the relationship between organizational justice and constructive deviant behavior. Analytical and descriptive design has been adopted to determine the relationship between organizational justice and the various dimensions of deviant behaviours. The sample of the study consisted of 109 employees from the manufacturing firms. The results indicate that the attributes of organizational justice, that is, procedural, informational, and distributive justice significantly differ from the challenging constructive deviant behavior. One of the dimensions of constructive deviant behavior and interpersonal and informational justice significantly differ from the dimension of innovative and interpersonal constructive deviant behavior. The study also reveals that the experience of the employees with respect to their age, number of dependents, marital status, and designation had significant differences with both organizational justice and constructive deviant behavior, and it was also revealed that gender had significant differences with constructive deviant behavior.

Relationship of Organizational Justice with Constructive Deviant Behavior in Manufacturing Organizations

The research paper aims to determine the relationship between organizational justice and constructive deviant behavior. Analytical and descriptive design has been adopted to determine the relationship between organizational justice and the various dimensions of deviant behaviours. The sample of the study consisted of 109 employees from the manufacturing firms. The results indicate that the attributes of organizational justice, that is, procedural, informational, and distributive justice significantly differ from the challenging constructive deviant behavior. One of the dimensions of constructive deviant behavior and interpersonal and informational justice significantly differ from the dimension of innovative and interpersonal constructive deviant behavior. The study also reveals that the experience of the employees with respect to their age, number of dependents, marital status, and designation had significant differences with both organizational justice and constructive deviant behavior, and it was also revealed that gender had significant differences with constructive deviant behavior.

A study of organizational citizenship behaviour: A case of Pakistan using model assessment approach

This study examines the impact of organizational justice and individual processes (motivation, emotions and commitment) on job satisfaction (JS), organizational citizenship behaviour (OCB) and organizational performance (OP) and with this, the impact of trust have been seen on the relationship of organizational justice with job satisfaction and organizational citizenship behaviour in the entrepreneurial businesses run in Pakistan. Results reveal that when the model which is best in western culture is applied in Pakistan, it shows inverse proportion. Key words: Organizational justice, commitment, emotions, motivation, job satisfaction, organizational citizenship behaviour (OCB), organizational performance and trust.

Faculty members' perceptions of organizational justice in Institutes of Higher Learning of Pakistan

The current study attempted to determine whether or not demographic groups of faculty in the Higher Education Institutions (HEIs) differ significantly in their perceptions regarding organizational justice and its three dimensions. Since relationship of organizational justice with teachers’ demographic characteristics has rarely been investigated up till now in academic organizations of higher learning so, the findings of this study helped bridging the gap in organizational justice literature particularly in collectivistic culture of South Asian country like Pakistan.Self-administered questionnaires were distributed to collect data from regular and contractual teaching staff serving in four private and one public HEIs of Pakistan. Analysis of variance and independent samples t-test were employed to address research question of the study. All the demographic groups expect of gender and academic qualification differed significantly in their perceptions regarding either organizational justice or its dimension(s). Key words: Organizational justice, distributive justice, procedural justice, interactional justice, demographic groups, faculty, higher education institutions (HEIs), Pakistan.