The Impact of Organizational Justice on Employee Performance: A Survey in Turkey and Turkish Context

2016 ◽  
Vol 6 (1) ◽  
pp. 1 ◽  
Author(s):  
Faruk Kalay
Keyword(s):  
Public Schools ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Task Performance ◽  
Structural Equation ◽  
Employee Performance ◽  
Interactional Justice ◽  
Equation Modeling ◽  
The Impact

The purpose of this study is to analyze the impacts of three aspects of organizational justice, namely, distributive justice, procedural justice and interactional justice, on the task performance of employees in the context of Turkey. The study was conducted based on data collected from 942 teachers working in public schools in three Turkish metropolitan cities. The hypotheses were tested using partial least squares structural equation modeling (PLS-SEM) techniques. The findings of the study indicated that among the three aspects of organizational justice, distributive justice has a positive and significant impact on task performance. However, it was determined that the other two aspects, procedural justice and interactional justice, have no significant impact on task performance.

scholarly journals Organizational Justice and Job Satisfaction Among Nurses

2020 ◽  
Vol 4 (2) ◽  
pp. 61-69
Author(s):  
Alaa S. Jameel ◽  
Sameer S. Hamdi ◽  
Mohammed A. Karem ◽  
Abd R. Ahmad
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Study Cohort ◽  
The Impact

Organizations should enhance justice in the workplace to increase the satisfaction among employees. The purpose of this study was to examine the impact of organizational justice on job satisfaction among nurses. The study cohort was composed of nurses from 2 public hospitals. A stratified sampling technique was employed to ensure better representation of samples from the 2 hospitals. A total of 184 valid questionnaires from 2 public hospitals were analyzed by structural equation modeling. The results showed that the 3 dimensions of organizational justice, namely distributive justice, procedural justice, and interactional justice, have a positive and significant impact on the nurses' job satisfaction. Distributive justice showed a greater impact on job satisfaction than procedural justice and interactional justice. The supervisors and administrators should be provided with information on how improvement in organizational justice leads to job satisfaction and on-the-job facilitation of employee innovation. The results of this study provide a clear image for hospital administrations about the substantial role of justice in the workplace.

Engaging Internal Customers through Justice: A Pilot Study in Jand K

2019 ◽  
Author(s):  
Meenakshi Nargotra ◽  
Jyoti Sharma ◽  
Rajani Kumari Sarangal
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Structural Equation ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Informational Justice ◽  
Internal Customers ◽  
The Impact ◽  
Item Scale

Purpose of the study: The purpose of the paper is to examine the impact of Distributive justice (DJ), Procedural justice (PJ), Intenactional Justice (INTJ) and Informational justice (INFJ) on Employee engagement (EE) in Telecom industry. Research methodology: The study has taken simple random sampling technique for data collection from various private telecom companies in JandK. The 20-item scale developed to measure distributive justice, procedural justice and interactional justice was taken from the work of Niehoff and Moorman (1993). Employee engagement is measured by 9 item scale developed by Schaufeli and Bakkers (2003). Structural equation modeling (SEM) was used to analyze the data. Findings: Results indicated significant and positive im1pact of Distributive justice (DJ), Procedural justice (PJ), and Interactional Justice (INTJ) and Informational justice (INFJ) on Employee engagement (EE). Practical implications: By exploring the impact of DJ, PJ, INTJ and INFJ on EE, this study presents insight to managers for improving engagement. Findings also highlight the application of concepts like Interactional justice in Indian public sector banks to increase the engagement levels of their employees.

scholarly journals Developing the Healthy and Competitive Organization in the Sports Environment: Focused on the Relationships between Organizational Justice, Empowerment and Job Performance

2021 ◽  
Vol 18 (17) ◽  
pp. 9142
Author(s):  
Suk-Kyu Kim ◽  
Yunduk Jeong
Keyword(s):  
Job Performance ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Structural Equation ◽  
Professional Sports ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Sports Teams ◽  
Structural Relationships

As improving the job performance of employees is becoming increasingly significant for organizational growth, a major challenge for organizational development managers is to understand and explore the important antecedents of job performance. Therefore, the purpose of this study was to examine the structural relationships between organizational justice, empowerment, and job performance in the South Korean professional sports industry. Recently, many professional sports teams in South Korea have attempted to improve employees’ job performance for the future survival of the teams. The research participants were 371 employees affiliated with 40 male professional sports teams. The validity and reliability of the measures involved were investigated by carrying out confirmatory factor, Cronbach’s alpha, and correlation analyses. A structural equation-modeling test with a maximum likelihood estimation was performed to evaluate the structural relationships between distributive justice, procedural justice, interactional justice, empowerment and job performance, and the mediating effects of empowerment. The findings revealed the positive impacts of (a) distributive justice on empowerment, (b) procedural justice on empowerment, (c) interactional justice on empowerment, (d) procedural justice on job performance, and (e) interactional justice on job performance. Furthermore, empowerment fully mediated the relationship between interactional justice and job performance. These findings highlight the importance of increasing organizational justice and empowering employees when managing professional sports organizations.

scholarly journals The Effects of Organizational Justice and job Motivation on Organizational Citizenship Behavior and its Impact on Taxpayers

2017 ◽  
Vol 19 ◽  
pp. 39
Author(s):  
Mobina Ghazi ◽  
Seyed Mahdi Jalali
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Statistical Population ◽  
Job Motivation ◽  
The Impact

This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback) on all aspects of job motivation, job motivation and organizational justice (except interactional justice) on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.

scholarly journals How Compassion and Justice Mediate the effect of Ethical Leadership on Interpersonal Citizenship Behavior (OCBI)

2021 ◽  
Vol 7 (2) ◽  
pp. 28
Author(s):  
Fakeha Anwer ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Ethical Leadership ◽  
Interactional Justice ◽  
Empathic Concern ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Common Humanity

While many analysts have directed few investigations on the influence of ethical leadership on the behavior of citizenship, in different contexts, however, not much is known about the moral components make it possible to produce follow-up findings as Organizational Citizenship Behavior(OCBs) for leaders, especially, Interpersonal OCBs (OCBI). For this, we suggested a hypothetical structure, thereby adapting Zoghbi-Manrique-de-Lara and Viera-Armas (2019) model to include Organizational Justice. Therefore, we intend to study the association of Ethical Leadership with OCBI empirically while in the view of various determining factors of Workplace Compassion (i.e. empathic concern, common humanity, mindfulness, and kindness), and Organizational Justice (i.e. procedural justice, distributive justice, and interactional justice) as mediating variables. Empirical validity was recognized; by directing a review utilizing a standardized close-ended questionnaire. Using Confirmatory Factor Analysis (CFA) and Structured Equation Modeling (SEM), information was collected from 350 employees and investigated. Both direct and indirect effect was tested; by using Structural Equation Modeling (SEM) via SmartPLS software. Thus, the results revealed that: except for Common Humanity, ethical leadership remained significantly and positively connected with all factors of Workplace Compassion (Empathic Concern, Mindfulness, and Kindness), as well as with all three-factor of Organizational Justice (Procedural Justice, Distributive Justice, and Interactional Justice. However, ethical leadership seems to hurt the Mindfulness factor. Also, among compassion determinants, only Empathic Concern seems to affect OCBI. Whereas only interactional justice has a significant positive association with OCBI; further, the findings revealed that there is an insignificant mediating effect of workplace compassion and organizational justice in the ethical leadership relationship with OCBI. Hence, the investigation has portrayed significant ramifications for the organizations.

scholarly journals The relationship between organizational justice with job satisfaction and organizational citizenship behavior

2019 ◽  
Vol 6 (2) ◽  
pp. 63-71
Author(s):  
Nurul Indahyati ◽  
Desak Ketut Sintaasih
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Insignificant Effect

This study aims to explain the effect of organizational justice on job satisfaction and organizational citizenship behavior. The technique used to test the research hypothesis used Structural Equation Modeling (SEM) analysis techniques using SMARTPLS assistance, using IBM SPSS Statistics 22, and 65 respondents in this study, taken using Purposive Sampling techniques. The results of the study show that (1) distribution justice has a positive and significant effect on job satisfaction. (2) procedural justice has a positive and not significant effect on job satisfaction. (3) interactional justice has a positive and not significant effect on job satisfaction. (4) justice distribution has a positive and insignificant effect on organizational citizenship behavior. (5) procedural justice has a positive and insignificant effect on organizational citizenship behavior. (6) interactional justice has a positive and insignificant effect on organizational citizenship behavior. (7) job satisfaction has a positive and significant effect on organizational citizenship behavior.

Organizational justice and work withdrawal in Chinese companies

2012 ◽  
Vol 12 (2) ◽  
pp. 211-228 ◽  
Author(s):  
Shuhong Wang ◽  
Xiang Yi
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Structural Equation ◽  
Equation Modeling ◽  
Cultural Management ◽  
Theoretical Contribution ◽  
Negative Effect ◽  
Withdrawal Behaviors ◽  
Cross Cultural Management

This paper examines the relationship between organizational justice and work withdrawal in a Chinese context, using the cultural syndrome allocentrism and idiocentrism as moderators. Structural equation modeling (SEM) was used to test the proposed model. The results indicate that distributive justice and procedural justice have negative relations with work withdrawal behaviors. Allocentrism and idiocentrism moderates the linkage between procedural justice and work withdrawal. Specifically, perceptions of procedural justice have a negative effect on work withdrawal but this effect is weaker for individuals high on allocentrism and low on idiocentrism. Results indicate that the interacting effects of allocentrism and idiocentrism were not established in the case of distributive justice. This study makes significant theoretical contribution to both cross-cultural management literature and organizational justice literature. It also indicates that cultural orientation should be taken into consideration by managers trying to understand why there might be different reactions from different employees to the same practices and policies in organizations.

scholarly journals THE IMPACT DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, EMPLOYEE ENGAGEMENT AND JOB SATISFACTION ON TURNOVER INTENTION

2020 ◽  
Vol 3 (2) ◽  
pp. 63-73
Author(s):  
Ani Suhartatik ◽  
◽  
C. Marliana Junaedi ◽  
Putri Meidina Novianti ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Interactional Justice ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Bank Employees ◽  
The Impact

The research is aimed at investigating the impact distibutive justice, procedural justice,interactional justice, employee engagement and job satisfaction on turnover intention.. Hence, it is a causal research. The data are drawn from a sample of 208 bank employees in Surabaya determined using a purposive sampling technique. The collected data are then analyzed using Structural Equation Modeling, LISREL version 8.70. The result of the hypothesis testing indicates that distibutive justice and procedural justice does not have any significant impact on employee engagement and job satisfaction, interactional justice have any significantly affect on employee engagement and job satisfaction, employee engagement significantly affect on turnover intention, and job satisfaction significantly affect on turnover intention

scholarly journals Impact of Organizational Justice (Distributive Justice, Procedural Justice, and Interactional Justice) on Job Satisfaction

2019 ◽  
Vol 8 (2S10) ◽  
pp. 647-652
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Positive Impact ◽  
Interactional Justice ◽  
Organizational Decision Making ◽  
Member Exchange

Perceptions of organizational justice constitute an important heuristic in organizational decision-making, as research relates it to job satisfaction, turnover, leadership, organizational citizenship, organizational commitment, trust, customer satisfaction, job performance, employee theft, role breadth, alienation, and leader-member exchange. The public sector in UAE is the focus of this paper. Applying the concept of organizational justice (distributive justice, procedural justice, interactional justice) to examine the effect of it on employees’ satisfaction. The data was collected from 452 officers from 7 sectors in the ministry of interior in UAE and analysed using structural equation modelling via SmartPLS 3.0. There were three main results: first, distributive justice has a positive impact on job satisfaction; second, procedural justice is significantly predicting job satisfaction; third, interactional justice has a significant impact on job satisfaction. The proposed model explained 33.7% of the variance in job satisfaction. Theoretical and practical implications are also provided

scholarly journals PENGARUH KEADILAN ORGANISASI TERHADAP KEPERCAYAAN ORGANISASI (STUDI EMPIRIS PADA SELURUH SEKOLAH TINGGI ILMU EKONOMI DI KOTA PEKANBARU

2017 ◽  
Vol 14 (2) ◽  
pp. 121-130
Author(s):  
Adi Rahmat ◽  
Hadiyati Hadiyati ◽  
Muhammad rasyid Abdillah
Keyword(s):  
High School ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Structural Equation ◽  
Organizational Trust ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Sample Collection ◽  
Modeling Analysis ◽  
Positive Effect

Abstract: The purpose of this research is to know the effect of distribution of justice,procedural justice, and interactical juastice to organizational trust. Population in this researchis all lecturer at high school of economics. The sample collection of 104 people. Dataprocessing is done by structural equation modeling analysis using WarpPLS 5.0 software. Theresults showed that organizational justice had positive effect on organizational trust. Thisexplains that subordinates who feel justice in their organization will lead them to believe intheir organization.Keywords: Distributive Justice, Procedural Justice, Interactional Justice, OrganizationalTrust

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