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This study aimed at exploring the impact of organizational justice in the form of distributive, procedural, interactional, temporal and spatial justice on the innovative work behavior of the employees working in telecommunication sector of China. Data was collected from 235 employees and analyzed by using correlation and multiple regression analysi...
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In this study, it was aimed to determine how the secondary school administrators and teachers influence each other and their perceptions towards the types of organizational justice. It was also tested whether the types of organizational justice predict the organizational influence strategies or not.
The data was collected from 284 school...
There is high incidence of teachers' agitation for a better pay and other conditions of service in Ghana. This study assessed the influence of job satisfaction and organizational justice on turnover intentions among teachers. One hundred and fourteen teachers at the Offinso South District of Ghana were conveniently selected to complete the Organiza...
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... Edeh and Ugwu (2019) editorialised that workplace justice or organisational justice when properly implemented, could take care of inequality that has bedevilled most organisations in less developing economies. Some researchers also observed that fairness brings out the best effort of the employee, hence administrators or supervisors should ensure that equity prevails in their respective workplaces (Akram et al., 2016;Ajala, 2015). Organisational justice when deployed could discourage inequality in the organisation and thus, increase the retention rate of administrative employees. ...
The inequality that bedevilled most enterprises in less developed economies has resulted to the high turnover of administrative employees. Administrative employees are amongst the vehicles that assist organisations to convey their specific goals to the desired destinations. Thus, their retention is necessary for the smooth functioning of any formal organisation. It is against this backdrop that this research investigates the effect of organisational justice on retention of administrative employees in less developed economy using cross-sectional survey. Twenty small and medium enterprises were surveyed. Data were collected with copies of questionnaire. Linear regression was used to analyse formulated research hypotheses. Results of the study demonstrated that organisational justice has significant positive effect on retention of administrative employees. The study concluded that organisational justice enhances retention of administrative employees thus, recommended that organisational leaders should ensure that resources are evenly distributed within the workplace with equitable procedures as well as information dissemination.
... Such beliefs could influence people's minds and behaviors. Previous studies identified that system-justifying belief could promote people's psychological well-being and life satisfaction (O'Brien & Major, 2005), enhance task performance (Akram et al., 2016;Godfrey et al., 2019), and buffer the negative effect of perceived discrimination on physical health (Eliezer et al., 2011). Nevertheless, recent studies have begun to explore the negative consequences of system-justifying beliefs, such as their potential to reduce individual motivation for self-improvement (Zheng et al., 2023). ...
... Second, our research makes a substantial theoretical contribution to the literature on system-justifying belief by enriching and extending the understanding of its adverse impact in decreasing people's online privacy concerns. Prior studies on system-justifying belief have highlighted the superior impacts of system-justifying belief on innovative behaviors (Akram et al., 2016) and the detrimental effects of system-justifying belief on self-improvement motivation (Zheng et al., 2023). Our research made a salient shift to focus on the threats of the system-justifying belief in human online behaviors. ...
Online privacy concerns have attracted the attention of many scholars worldwide, and a considerable body ofknowledge has accrued from research on the predictors of online privacy concerns. However, few studies haveinvestigated whether system-justifying belief impacts online privacy concerns. Integrating system justificationtheory with self-determination theory, we investigate how system-justifying belief undermines online privacyconcerns through relatedness satisfaction and general trust. In Study 1, using a large data set from the ChineseGeneral Social Survey (N = 12,582), we found that system-justifying belief was negatively associated with onlineprivacy concerns, and general trust mediated the relationship between system-justifying belief and online privacyconcerns. In Study 2, using a Chinese sample (N = 273), we identified the chain-mediating roles of relatednesssatisfaction and general trust in the relationship between system-justifying belief and online privacy concerns. InStudy 3, priming system-justifying belief (N = 197), we replicated the results of Study 2. These findings are oftheoretical and practical significance for our understanding of the system-justifying belief and human onlinebehaviors
... The first hypothesis of the study was related to correlation among research variables. The associations of Independent Variable, Mediator and Dependent Variable have been statistically evaluated which resulted in the acceptance of H1.The research's findings are in line with the work carried out by Lin, (2007);Pan et al., (2018); Akram et al., (2016) and Akram et al., (2020). ...
... Consequently, H2 was affirmed. Results align with previous studies by Pan et al., (2018), Akram et al., (2016Akram et al., ( , 2020, Kurniawan & Ulfah (2021), Ranjit (2021) and Fadul (2021). ...
This research paper has assessed the nexus between organizational justice and innovative work behavior. Also mediating role of knowledge sharing was assessed. Three facets model of OJ has been extensively researched in the last couple of decades. However, spatial and temporal justice has been incorporated in the current paper. Thus, SJ, TJ, Interactional, Procedural and Distributive justice were conceptualized as facets of OJ and their impact on IWB was assessed. Academicians were inquired whether or not perceptions relating to fairness affect their IWB’s level at workplace. Furthermore, mediating effect of KS between OJ and IWB was also assessed. A strong positive association was found among the research variables. Predictor significantly affect criterion variable and composite as well as component level assessment of OJ revealed KS as partial mediator between IV and DV.
... OJ emphasizes the decisions of leaders, perceptions of equity, effects of fairness, and the relationship between the individual and his work environment and describes the individual's perception of fairness in the workplace (Akram et al., 2016). OJ focuses on the impact of leadership decision-making, perceived quality, effects of fairness, and the relationship between individual and situational factors and explains individual perceptions of fairness in organizations related to the reactions given to these perceptions (Banerjee & Banerjee, 2013). ...
Purpose – The purpose of this study was to analyse the direct influence, work involvement, organizational justice, and happiness at work on the innovative work behaviour of the State Civil Apparatus (SCA), and also the role of happiness at work as a moderating variable on the influence of work involvement and organizational justice on work behaviour innovative. Aims(s) – The role of job happiness as a moderating variable on the influence of work involvement and organizational justice on the innovative work behaviour of Regional SCAs in Indonesia. Design/methodology/approach – The samples obtained were 243 SCA working in the Regional Government sector. Questionnaires were delivered directly by the research team to the respondents. The analytical method used is the structural equation model and PLS to test the hypothesis. Findings – The results of the study show that work involvement, organizational justice, and happiness at work have a direct effect on innovative work behaviour. Happiness at work cannot play a moderating role in the effect of job involvement and organizational justice on SCA innovative work behaviour. Limitations of the study and implication for managerial SCA – The limitations of this study are only focused on looking at the effect of WE, OJ, and HAW on IWB SCA. Especially the role of HAW as a moderating variable is not supported. This research contributes to social exchange theory more specifically in developing the implementation of human resource management that work involvement, organizational justice, and work happiness as multidimensional variables have been empirically proven to increase IWB SCA in local government organizations. This makes a practical contribution that empirically the level of WE, OJ, and worker happiness substantially influence their IWB.
... Berkaitan dengan pengantar diatas, maka perlu adanya kajian yang mendalam tentang keadilan organisasi, hal ini dilakukan untuk memberikan pemahaman tentang keadilan organisasi. Untuk mendapatkan pemahaman yang tersistematis tentang keadilan organisasi maka perlu untuk dipahami tentang keadilan yang dimaksud, keadilan menurut (Akram et al., 2016), adalah memperlakukan seseorang atau pihak lain sesuai dengan haknya. Makna dari pengertian tersebut adalah keadaan yang diterima oleh seseorang baik itu berupa sifat, perlakuan atau perbuatan terhadap suatu hal, seperti halnya karyawan yang ingin diperlakukan adil pada saat mereka bekerja atau berada ditempat kerja, bukan keadaan yang sebaliknya karyawan yang diperlakukan tidak adil dalam aktivitas perusahaan seperti ketidakadilan yang sering menjadi fenomena rekrutmen, seleksi, kompensasi sampai pengembangan atau peluang karir. ...
Kepuasan kerja karyawan merupakan kombinasi dari berbagai respon emosional karyawan yang dapat memberikan pengaruh besar terhadap sikap serta perilaku kerja karyawan. Menggunakan berbagai pendekatan dari teori manajemen SDM dan pendekatan yang menggabungkan perilaku keorganisasian dengan aspek kognitif karyawan dalam lingkungan kerjanya. Chapter pada kepuasan kerja ini juga memberikan pemahaman lanjutan bagaimana upaya mengelola sikap kerja karyawan pada suatu organisasi agar manajer dapat mudah mengidentifikasi hasrat yang dimiliki karyawan untuk menciptakan kepuasan kerjanya.
... Moreover, a meta-analysis found that BJW has a reliably positive relationship with the conscientiousness personality (Nudelman & Otto, 2021), which indicates people's tendency to improve themselves (e.g. to be hardworking, practical and organized) (Goldberg, 1992). Research on organizational justice has also shown that perceived justice could have a positive effect on self-improvement (İnce & Gül, 2011), such as innovative work behaviours (Akram et al., 2016). ...
The 'Lying Flat' mindset refers to people's low intention to self-improvement. We hypothesized that personal relative deprivation (PRD), the negative consequence of social comparisons, is one of the reasons that might harm individuals' self-improvement motivations. In study 1 (N = 313), we found that PRD negatively predicted self-improvement after controlling for various confounding variables. This result is confirmed in study 2a (N = 3399) and 2b (N = 3219) by using a national representative sample. Furthermore, Study 2a found that the effect of PRD on self-improvement was mediated by the system-justifying belief (SJB). In study 3 (N = 160), we experimentally demonstrated that PRD harms self-improvement and persistence via its effect on SJB. The higher PRD people experienced, the less they endorsed the SJB, which thereby reduced self-improvement. Taken together, this research manifested that not only would PRD affect people's social beliefs (e.g. SJB) but also hinder self-improvement motivations.
... A poor relationship may lead to less productivity and may result into high number of employees' turnover. Both parties of employer and subordinates are necessarily to commit in the concept of teamwork to work effectively and to achieve organizational goals (Root, 2017 The study of Akram, Haider, and Feng (2016) shows that when employees received fairness and equal treatment in the organization, they tend to be innovative, produce more ideas and share it with other co-workers and supervisors, and help the organization in achieving organizational goals. ...
... Hence, Terzi et al. (2017) stated that justice became the basis of obedience in policies and rules that shows how an individual reacts properly in the workplace.Meanwhile, fairness helps increase librarians' morale though a meaningful role and an effective means in receiving equal treatment from the supervisors which cultivate positive workplace climate. Thus, the result collaborates with the contention of the study ofAkram, Haider, and Feng (2016) that having fairness and equal treatment in the organization makes employee become innovative, produce more ideas and share it with other co-workers and supervisors, and help the organization in achieving organizational goals. Also, the result links to the statement ofOosthuizen, Rabie, and De Beer (2018) that when an organization is applying fairness in all aspects, it increases the organizational trust that leads into better work productivity and positive workplace. ...
The intention of this study was to determine which domain of employment relationship quality best influences workplace climate of librarians. Through non-experimental quantitative research design utilizing descriptive correlational technique and applying the mean, Pearson r, Regression analysis as statistical tools, and 140 librarians were chosen as respondents through the universal sampling technique. The researcher used the employment relationship quality and workplace climate questionnaire. The study revealed a high level of employment relationship quality in terms of fairness and trust. The level of workplace climate was also high in terms of control, support, communications, change, coping, rewards, and resilience. There is an overall significant relationship between employment relationship quality and workplace climate of librarians. Among the indicators of employment relationship quality, trust was the domain which best influences workplace climate. KEYWORDS: library and information science, employment relationship quality, workplace climate, correlational design, librarians, Philippines
... It has been identified as a critical value in the development of organizational sustainability. Akram et al. (2016), said organizational justice is associated with employees' perceptions of justice in the organization. ...
... Biyikbeyi (2015) found that the concepts of OJ and psychological capital have a directly proportional effect on each other. Akram, Lei, Haider and Hussain (2020) Akram and Haider and Feng (2016) stated in their studies that organizational justice strongly affects innovative work behavior. ...
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. Örgütlerin stratejik amaç ve hedeflerine ulaşarak varlıklarını devam ettirebilmeleri için çalışanların örgüt içinde adaletin varlığına ilişkin algılarının güçlendirilmesi gerekmektedir. Yüksek düzeydeki örgütsel adalet algısı ile çalışanların örgütleri ile kurdukları duygusal ve bilişsel bağ onların örgütle bütünleşmelerine katkı sağlayacaktır. Çalışanın her durum ve koşulda örgütü ile bütünleşmesi ve örgütün amaçlarına ulaşmasına katkı sağlamak için çabalaması ise lider-üye etkileşiminin kalitesi ile şekillenmektedir. Bu bağlamda bu araştırmanın amacı küresel Covid-19 sürecinde Türk bankacılık sektöründe görev yapan banka çalışanlarının algıladıkları pozitif örgütsel adaletin (prosedür, dağıtım, etkileşim) örgütsel özdeşleşme düzeyleri üzerine etkisinde lider-üye etkileşiminin nasıl bir rol üstlendiğini belirlemektir. Araştırmada kullanılan veriler Türkiye bankacılık sektöründe çalışan 324 katılımcıdan toplanmıştır. Araştırmada hiyerarşik regresyon analizi kullanılarak hipotezler test edilmiştir. Bu süreçte, örgütlerin amaç ve hedeflerine ulaşmasında önemli rol oynayan örgütsel adalet (dağıtım, prosedür ve etkileşim), örgütsel özdeşleşme ve LÜE arasındaki ilişkilerin bankacılık sektörü özelinde tartışılmaktadır.
... Biyikbeyi (2015) found that the concepts of OJ and psychological capital have a directly proportional effect on each other. Akram, Lei, Haider and Hussain (2020) Akram and Haider and Feng (2016) stated in their studies that organizational justice strongly affects innovative work behavior. ...
Örgütlerin stratejik amaç ve hedeflerine ulaşarak varlıklarını devam ettirebilmeleri için çalışanların örgüt içinde adaletin varlığına ilişkin algılarının güçlendirilmesi gerekmektedir. Yüksek düzeydeki örgütsel adalet algısı ile çalışanların örgütleri ile kurdukları duygusal ve bilişsel bağ onların örgütle bütünleşmelerine katkı sağlayacaktır. Çalışanın her durum ve koşulda örgütü ile bütünleşmesi ve örgütün amaçlarına ulaşmasına katkı sağlamak için çabalaması ise lider-üye etkileşiminin kalitesi ile şekillenmektedir. Bu bağlamda bu araştırmanın amacı küresel Covid-19 sürecinde Türk bankacılık sektöründe görev yapan banka çalışanlarının algıladıkları pozitif örgütsel adaletin (prosedür, dağıtım, etkileşim) örgütsel özdeşleşme düzeyleri üzerine etkisinde lider-üye etkileşiminin nasıl bir rol üstlendiğini belirlemektir. Araştırmada kullanılan veriler Türkiye bankacılık sektöründe çalışan 324 katılımcıdan toplanmıştır. Araştırmada hiyerarşik regresyon analizi kullanılarak hipotezler test edilmiştir. Bu süreçte, örgütlerin amaç ve hedeflerine ulaşmasında önemli rol oynayan örgütsel adalet (dağıtım, prosedür ve etkileşim), örgütsel özdeşleşme ve LÜE arasındaki ilişkilerin bankacılık sektörü özelinde tartışılmaktadır.
