The relationship between subjectivity in managerial performance evaluation and the three dimensions of justice perception

AbstractThis paper examines the relationship between subjectivity in performance evaluation and the three dimensions of justice perceptions in an emerging economy; prior research on this topic has primarily focused solely on the advanced capitalist economies of Western nations. The paper also aims to expand on existing research by focusing on the role of interactional justice perceptions in relation to subjective evaluation (Byrne et al. in Hum Resour Manag J 22(2):129–147; Folger and Cropanzano, in Organizational justice and human resource management, Sage, Thousand Oaks, 1998). Results from a survey of 160 middle managers in Vietnam indicate that subjective evaluation is associated predominantly with negative effects. We found that, in an emerging economy like that of Vietnam, subjective evaluation reduces interactional justice perception, which in turn decreases the perception of procedural and distributive justice. The mediating effects suggest that the reason subjective evaluation influences employee procedural/distributive justice perceptions lies in the interactional justice perceived from supervisors. This research clarifies the effects of subjective evaluation on the dimensions of justice perception and contributes to the literature on performance evaluation and organizational justice in a non-Western context. It also highlights the importance of respect and communication for fairness perception in both theory and practice.

Download Full-text

Relations between teachers’ organizational justice perceptions and organizational commitment and job satisfaction in the school: A meta-analysis

Journal of Human Sciences ◽

10.14687/ijhs.v13i1.3396 ◽

2016 ◽

Vol 13 (1) ◽

pp. 1408 ◽

Cited By ~ 2

Author(s):

Kamile Demir

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Distributive Justice ◽

Organizational Justice ◽

Significant Relationship ◽

Meta Analysis ◽

Interactional Justice ◽

Positive Correlation ◽

Justice Perceptions ◽

The Relationship

The purpose of this research study is to investigate the relationship between teachers’ organizational justice perceptions and organizational commitment and job satisfaction in the school via meta-analysis. An extensive literature search was conducted to identify both published and unpublished reports that examined the relationship between teachers’ perceptions of justice, job satisfaction and the organizational commitment to minimize potential availability bias. In total, research reports have identified providing usable data for 24 independent samples. Eight of these studies were published and 16 were unpublished dissertations. In this study, as indicator of effect size is chosen the correlation coefficient. Random effects model was preferred according to heterogeneity tests conducted for organizational commitment and job satisfaction. As a result of meta-analysis, it was found that distributive justice correlated positively with organizational commitment. There is a positive correlation between interactional justice and organizational commitment. Interactional justice has a significant relationship with organizational commitment. Teachers’ overall perception of justice was positively related to organizational commitment. The distributive justice was found to have a significant relationship with teachers’ job satisfaction. Procedural justice was found to be significantly related to the teachers’ job satisfaction. There is a positive correlation between interactional justice and teachers’ job satisfaction. Finally, organizational justice positive correlated with job satisfaction.

Download Full-text

Organizational Justice and Organizational Commitment: A Study on It Sector

International Journal of Indian Psychology ◽

10.25215/0404.132 ◽

2017 ◽

Vol 4 (4) ◽

Author(s):

Mandakini Rathore ◽

Dr. Chandrani Sen

Keyword(s):

Organizational Commitment ◽

Distributive Justice ◽

Organizational Justice ◽

Three Dimensions ◽

The Relationship ◽

Correlation Design

The purpose of the present paper was to analyse the relationship between perceived organizational justice and organizational commitment on IT sector (India). The research was conducted on 90 employees working in IT sector. A Correlation design was deployed to analyse the data. The three dimensions of organizational justice- procedural, distributive and interactional were positively correlated with organizational commitment wherein distributive justice contributed the most to commitment.

Download Full-text

Can authentic leadership influence the employees’ organizational justice perceptions? – a study in the hotel context

International Hospitality Review ◽

10.1108/ihr-08-2020-0047 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Deepu Kurian ◽

Fredrick M. Nafukho

Keyword(s):

Social Justice ◽

Organizational Justice ◽

Authentic Leadership ◽

Interactional Justice ◽

Content Type ◽

Informational Justice ◽

Hotel Employees ◽

Justice Perceptions ◽

Research Questions ◽

The Relationship

PurposeThe primary purpose of this study was to determine the relationship between a positive style of leadership, specifically authentic leadership, and organizational justice perceptions of employees' in the hotel industry. The following research questions guided the study: What relationship existed between hotel employees' perception toward authentic leadership and organizational justice? What relationship existed between hotel employees' perception toward authentic leadership and distributive justice, procedural justice, interactional justice and informational justice dimensions? What relationship existed among hotel employees' perception toward organizational justice, authentic leadership and their demographic background?.Design/methodology/approachThe study approached the research questions from a quantitative, non-experimental research perspective utilizing a cross-sectional survey and descriptive correlational design, which describes the relationship or association between two or more variables in the study which are authentic leadership and organizational justice.FindingsThe results indicate that authentic leadership has a strong relationship with hotel employees' organizational justice perceptions, and authentic leadership predicted the employees' perceptions of organizational justice. Authentic leadership is a relative new leadership approach rooted in positive psychology emphasizing on the ethical and moral aspects of leadership, and the results of the study found that when employees perceive their leaders to follow the authentic leadership paradigm, they also perceive high levels of organizational justice. Authentic leadership has stronger relationships with informational and interpersonal dimensions of justice which implies that authentic leaders are strategic in their interactions with their employees. The results also imply that when employees perceive justice in terms of procedures and outcomes, they believe that organizations determine those more than their supervisors.Research limitations/implicationsThe differences in the strengths of relationship between authentic leadership and structural forms of justice (distributive and procedural), and authentic leadership and interactional forms of justice (informational and interpersonal), have implications for both justice and leadership theories. The results suggest that authentic leader behaviors create a fair climate – an interpersonally and informationally fair climate which promotes all forms of justice perceptions in individual followers. However, it needs to be further researched whether leaders with high interpersonal skills and information-sharing abilities showing consideration and respect to employees may result in higher levels of organizational justice perceptions. Thus, further research is needed to determine the relationship of authentic leadership and each of the organizational justice (distributive, procedural, informational and interpersonal) dimensions, which may provide more insights as to whether leader behavior contains element of justice itself.Practical implicationsThe findings showcase the need for organizations in the hotel and hospitality industry to establish programs that focus on leadership practices which improve employees' perceptions of organizational justice and, in turn, lead to positive organizational outcomes including reducing the considerable costs of employee turnover. It is also important that employees are aware of the policies and procedures and have a perception that they can connect and communicate to their supervisors and managers.Social implicationsThis study falls into the larger conversation of social justice and how an organization's leadership can be a strong associate for social justice movements by supporting equity within the organization.Originality/valueThe study integrates leadership and justice theories in a hotel context. The results of this study may motivate hospitality/ hotel leaders to include authentic leadership development as an actionable strategy to bolster fairness and mitigate some of the negative features of the industry.

Download Full-text

Face, fate and brand equity: service recovery justice and satisfaction

Journal of Consumer Marketing ◽

10.1108/jcm-01-2019-3037 ◽

2020 ◽

Vol 37 (7) ◽

pp. 843-854

Author(s):

Joseph Lok-Man Lee ◽

Noel Yee-Man Siu ◽

Tracy Jun-Feng Zhang

Keyword(s):

Distributive Justice ◽

Brand Equity ◽

Service Recovery ◽

Interactional Justice ◽

Content Type ◽

Cultural Variables ◽

Justice Perceptions ◽

The Impact ◽

The Relationship ◽

Moderating Role

Purpose Can we always expect that service recovery justice leads to satisfaction? Literature has shown that a number of moderating factors impact the recovery justice-satisfaction link in different cultures. However, there is a dearth of research that has indicated the key cultural variables that play a moderating role. This study aims to attempt to fill the research gap by investigating the moderating role of concern for face, belief in fate and brand equity in the relationship between perceived justice and satisfaction in Chinese culture during service recovery. Design/methodology/approach The hypothesized relationships are tested using data from interviews with 600 persons who have recently complained about their telecommunications services. Structural equation modeling is applied in analyzing their responses. Findings Concern for face is found to strengthen the relationship between interactional justice perceptions and satisfaction, but to weaken the relationship between distributive justice perceptions and satisfaction. Belief in fate weakens the link between perceptions of interactional justice and satisfaction. Brand equity positively moderates the relationship between perceptions of interactional justice and satisfaction, but it negatively moderates the relationship between perceptions of distributive justice and satisfaction. Practical implications The cultural variables, namely, face, fate and brand equity, are found to serve as a moderating role in the relationship between recovery justice dimensions and satisfaction. They are more salient when it is related to social element. Face and brand equity, as interpersonal constructs, aggravate the impact of interactional justice on satisfaction. Fate, as non-social factor, weakens the impact of interactional justice on satisfaction. It is argued that managers should provide staff training in product knowledge and customer service as a preventive measure against damage to the brand. Regular customer satisfaction research and benchmarking exercises should be conducted to understand how customers perceive interactional justice. Originality/value This has been the first research to examine the impact of concern for face, belief in fate and brand equity in the relationship between justice perceptions and post-recovery satisfaction during service recovery.

Download Full-text

Overseas exporter fairness and Korean importer’s commitment

Journal of Korea Trade ◽

10.1108/jkt-04-2016-0011 ◽

2016 ◽

Vol 20 (2) ◽

pp. 186-198 ◽

Cited By ~ 2

Author(s):

Chang-Bum Choi

Keyword(s):

Distributive Justice ◽

Least Squares ◽

Design Methodology ◽

Interactional Justice ◽

Business Environment ◽

Three Dimensions ◽

Content Type ◽

Using Data ◽

The Relationship

Purpose – Importer commitment is important to the improvement of exporter performance. More committed importers contribute more to the exporters’ performance than do less committed importers. The purpose of this paper is to examine one of the factors that motivate importers to be committed to their overseas exporters: exporter fairness. Specifically, this study examines the role of exporter fairness in developing importer commitment. Fairness is conceptualized as three dimensions: distributive justice, procedural justice, and interactional justice. Design/methodology/approach – The relationship between the three dimensions of exporter fairness and importer commitment is empirically examined using data collected from 120 Korean importers. Partial least squares technique was employed to test the hypotheses. Findings – It was found that importers’ perceptions of distributive, procedural, and interactional justice contribute to increasing or decreasing importer commitment. Furthermore, when a sample of Korean importers was split into two groups, the three dimensions of justice were positively related to commitment for importers facing a highly volatile business environment, while only interactional justice significantly affected commitment for importers facing a low-volatile environment. These findings indicate that importers facing a highly volatile environment are much more sensitive to exporter fairness than are those facing a low-volatile environment. Originality/value – The study demonstrates that importer commitment can be developed, particularly in highly volatile environments, if vulnerable importers are treated fairly by their more powerful exporters. Volatile environments offer more opportunity for overseas exporter opportunism than stable environments do, aking importers vulnerable to the opportunistic behaviors of overseas exporters. Such importers are likely to respond sensitively to exporter fairness in the form of increased or decreased importer commitment.

Download Full-text

INCREASE CUSTOMER AFFECTION: FOCUSING ON JUSTICE PERCEPTION EFFECT TO THE LOYALTY

Jurnal Aplikasi Manajemen ◽

10.21776/ub.jam.2021.019.04.14 ◽

2021 ◽

Vol 19 (4) ◽

pp. 858-869

Author(s):

Aditya Pramono ◽

◽

Mintarti Rahayu ◽

Djumilah Hadiwidjojo ◽

◽

...

Keyword(s):

Distributive Justice ◽

Procedural Justice ◽

Service Failure ◽

Interactional Justice ◽

Total Sample ◽

Partial Least Square ◽

Least Square ◽

Three Dimensions ◽

Justice Perception ◽

Patient Loyalty

This research was aimed to determine the direct and indirect effect of justice perception, which would be analyzed in this research and based on three dimensions as distributive justice, interactional justice, and procedural justice to the customer affection and loyalty of patients in Xxx Hospital Malang. The research population covered the patients or families who have complained about service failure in the hospital. This data was based on the data from the public relation of Xxx Hospital Malang in 2018. The total sample was 232 respondents who had been selected through the saturated sampling method. The data was analyzed through the Partial Least Square PLS technique in SmartPLS 3.0 program application. The research finding indicated that distributive justice did not significantly affect customer affection from the three construct dimensions of justice perception. In contrast, the interactional justice and procedural justice affected positively and significantly the customer affection, and then the customer affection affected positively and significantly patient loyalty. This result showed that the higher interactional justice and procedural justice of patients would determine the higher customer affection of patients to Xxx Hospital Malang. The higher customer affection would determine the higher patient loyalty. For further research is recommended to re-explore the research variables that might affect the customer affection and loyalty directly on similar research objects or other hospitals, for instance, customer satisfaction, revisit intention, WOM, and other aspects. The next researches should also be done by developing the research model and using samples with different characteristics.

Download Full-text

THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE PT TELKOM RIAU DARATAN (Survey of PT Telkom Riau Mainland offices)

Jurnal Apresiasi Ekonomi ◽

10.31846/jae.v7i1.198 ◽

2019 ◽

Vol 7 (1) ◽

pp. 79-89

Author(s):

Haznil Zainal

Keyword(s):

Distributive Justice ◽

Organizational Justice ◽

Organizational Effectiveness ◽

Empirical Studies ◽

Interactional Justice ◽

Two Dimensions ◽

Three Dimensions ◽

Organizational Studies ◽

Organizational Beliefs ◽

The Impact

The importance of organizational behavior (OCB) to achieve organizational effectiveness has long been recognized by practice managers. Some recent research in this area highlights the importance of OCB for almost all organizational forms and notes that OCB can improve organizational effectiveness in many ways. Over the past decade, organizational justice and trust in organizations have been the concern of scientists and practitioners of organizational studies, particularly with regard to their impact on organizational effectiveness and employees' desire to cooperate and be productive in the organization. However, some researchers in organizational studies have differences in researching organizational justice and organizational beliefs. With regard to organizational justice, some empirical studies address only one or two dimensions of organizational justice, while other empirical studies address the overall (three) dimensions of organizational justice such as distributive justice, procedural jus- tice, and interactional justice. For some of these reasons, research relating to the three dimensions of organizational justice (distributive justice, procedural jus- tice, and interactional justice) and organizational trust is still needed. Research that discusses the impact of organizational justice on the organizational beliefs of non-Western countries especially in Indonesia is still rarely found in scientific publications. Given that there is a knowledge gap (scientific publication) in the study of organization and human resource management on the subject, this study tries to prove whether the organizational justice dimension consisting of distributive justice, procedural jusctice, and interactional justice influence the level of employee trust in the organization especially at the College of Economic Sciences in Pekanbaru City, Riau, Indonesia. Keywords: Distributive Justice, Procedural Justice, Interactional Justice, OCB, Organizationa Trust

Download Full-text

Impact Of Organizational Justice On Employee Dissent In Higher Education Sector Of Pakistan: A Women’s Perspective

Pakistan Journal of Applied Social Sciences ◽

10.46568/pjass.v11i2.527 ◽

2020 ◽

Vol 11 (2) ◽

pp. 125-138

Author(s):

Omar Ahmed Shaikh ◽

Syed Shabib-ul- Hasan

Keyword(s):

Higher Education ◽

Distributive Justice ◽

Organizational Justice ◽

Interactional Justice ◽

Future Research ◽

Organizational Settings ◽

Female Teachers ◽

Female Employees ◽

The Impact ◽

The Relationship

This study examined the impact of organizational justice on employeedissent from the perspective of female employees. Participants were 210full time female teachers working in severalPakistan. Scope of this research shall encompass the justice and dissentperceptions of female teachers in these universities. This research uses aquantitative method by using survey, and proportionate stratified randomsampling technique was used to collect data. Multiple regression analysiswas used in order to explore the relationship between variables. Resultsindicated that perceptions of interactional and distributive justice are negatively associated with displaced dissen not related with displaced dissent. Interactional justice proved to be thestrongest predictor of displaced dissent followed by distributive justice.Perceptions of organizational justice were not related to latent or articulated dissent. Future research should also focus on explaining occurrence of dissent in various organizational settings such as service or production based organizations

Download Full-text

Exploring organizational trust and organizational justice among junior and middle managers in Saudi Arabia

Journal of Management Development ◽

10.1108/jmd-10-2014-0129 ◽

2015 ◽

Vol 34 (9) ◽

pp. 1042-1060 ◽

Cited By ~ 6

Author(s):

Hayfaa A Tlaiss ◽

Abdallah M. Elamin

Keyword(s):

Saudi Arabia ◽

Organizational Justice ◽

Cultural Values ◽

Middle Managers ◽

Organizational Trust ◽

Interactional Justice ◽

Three Dimensions ◽

Content Type ◽

Immediate Supervisor ◽

The Relationship

Purpose – Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to explore the relationship between organizational trust (OT) and OJ in Saudi Arabia. First, the authors examine two foci of trust and explore whether trust in an immediate supervisor/manager is correlated with trust in an organization. Second, the authors test the relationship three widely used constructs of OJ and two aspects of OT. Third, the authors examine the mediating role played by trust in immediate supervisor in the relationship between the various aspects of OJ and trust in an organization. Design/methodology/approach – Using Social Exchange Theory, this study reports the responses of 231 junior and middle managers from eight organizations in Saudi Arabia. Data were collected through a structured survey questionnaire that used standard scales on distributive justice, procedural justice (PJ), and interactional justice (IJ), as well as trust in immediate supervisor and trust in organization. Findings – Consistent with studies conducted in western contexts, the findings revealed a positive, significant, direct relationship between trust in immediate supervisor and trust in organization. However, contrary to what has been reported in the majority of western studies, among the three dimensions of OJ, IJ was the only predictor for trust in immediate supervisor. PJ and IJ were predictors of trust in organization, with PJ the stronger predictor. Finally, trust in immediate supervisor mediates some of the relationship between OJ and trust in organization. Originality/value – The current study is the first to explore the relationship between OJ and OT, with the latter being measured in more than one focus, in the Arab Middle East. Therefore, this study contributes to bridging the gap in the understanding of the relationship between OJ and OT in non-western, Arab and Muslim Middle Eastern contexts. The interconnectedness between the organizational experiences of Saudi Arabian managers and cultural values highlighted in this study has significant implications for researchers, managers, and HR departments.

Download Full-text

ETIKA KERJA ISLAM DAN KEADILAN ORGANISASI: STUDI PADA BMT DI KABUPATEN KUDUS

JURNAL PENELITIAN ◽

10.21043/jupe.v9i1.858 ◽

2015 ◽

Vol 9 (1) ◽

Author(s):

Wahibur Rokhman

Keyword(s):

Organizational Justice ◽

Interactional Justice ◽

Procedural Fairness ◽

Positive Influence ◽

Three Dimensions ◽

Work Ethics ◽

Relationship Of ◽

The Relationship ◽

Significant Positive Influence ◽

Research Show

WORK ETHICS OF ISLAM AND ORGANIZATIONAL JUSTICE: Study on a BMT in Kudus, This research aims to analyze the relationship of work ethics of Islam and organizational justice in BMT in Kudus. The organizational justice is measured using three dimensions of justice developed by Cropanzano et al. (2007), they are: distribution justice, procedural fairness and interactional justice. Further, the study also tested the influence of the three dimensions of justice against work ethics of Islam felt by employees. The results of this research show that the level of organizational justice and work ethics of Islam felt by employees working in the BMT in Holy is high enough. The results of the regression analysis also showed a significant positive influence on the distribution of Justice, procedural fairness and interactional justice against the work ethics of Islam. Implications, limitations and suggestions for the next research are also discussed in this article.keywords: Distribution Justice, Procedural Justice, Work Ethics Of Islam.Penelitian ini bertujuan untuk menganalisis hubungan etika kerja Islam dan keadilan organisasi di Baitul mal wat tamwil (BMT) di Kabupaten Kudus. Keadilan Organisasi disini diukur menggunakan tiga dimensi keadilan yang dikembangkan oleh Cropanzano dkk. (2007) yaitu: keadilan distribusi, keadilan prosedural dan keadilan interaksional. Lebih lanjut, penelitian ini juga menguji pengaruh tiga dimensi keadilan terhadap etika kerja Islam yang dirasakan oleh karyawan. Hasil penelitian ini menunjukkan bahwa tingkat keadilan organisasi dan etika kerja Islam yang dirasakan oleh karyawan yang bekerja di BMT di Kudus cukup tinggi. Hasil analisis regresi juga menunjukkan adanya pengaruh yang positif signifikan keadilan distribusi, keadilan prosedural dan keadilan interaksional terhadap etika kerja Islam. Implikasi, keterbatasan dan saran untuk penelitian yang akan datang juga dibahas dalam artikel ini.kata kunci: Keadilan Distribusi, Keadilan Prosedural, Etika Kerja Islam.

Download Full-text