scholarly journals Revisiting the Relationship between Justice and Extra-Role Behavior: The Role of State Ownership

2018 ◽  
Vol 14 (3) ◽  
pp. 607-639 ◽  
Author(s):  
Xi Chen
Keyword(s):  
Distributive Justice ◽  
Organizational Justice ◽  
Transition Economies ◽  
Positive Relationship ◽  
State Ownership ◽  
Relational Models ◽  
Role Behavior ◽  
Ownership Structures ◽  
The Relationship ◽  
Role Behaviors

ABSTRACTState ownership is an important phenomenon in the world economy, especially in transition economies. Previous research has focused on how state ownership influences organizational performance, but few studies have been conducted on how state ownership influences employees. I propose that different ownership structures trigger different relational models among employees who pay attention to organizational justice consistent with their model to guide their extra-role behavior. Specifically, state-owned organizations reinforce employees’ relational concern and direct employees’ attention to procedural justice, whereas privatized organizations highlight employees' instrumental concern and direct their attention to distributive justice. I leverage a sample of organizations in China to explore how different ownership structures activate different relational models among employees and alter the relationship between organizational justice and employees’ extra-role behaviors. I find that state ownership attenuates and even reverses the positive relationship between distributive justice and extra-role behaviors. Conversely, state ownership exaggerates the positive relationship between a critical procedural justice dimension (participation in decision making) and employee extra-role behaviors. Implications for the micro-foundations of corporate governance and institutional change, organizational justice literature, and cross-cultural research are developed. This study also generates new insights for transition economies such as China.

scholarly journals Organizational Justice and Organizational Commitment: A Study on It Sector

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.

scholarly journals The Relationship of Distributive Justice and Procedural Justice on Organizational Commitment: An Empirical Testing

2017 ◽  
Vol 31 (1-2) ◽  
pp. 121-128
Author(s):  
Binod Ghimire
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Human Resource Development ◽  
Work Factors ◽  
Relationship Of ◽  
Managerial Employees ◽  
The Impact ◽  
The Relationship

This paper investigates the relationship between organizational justice and organizational commitment among the employees of different organizations from Kathmandu Valley. This research study analyzes the impact of organizational justice as encompassed by two components, namely distributive justice and procedural justice on employee’s commitment. This study is descriptive and analytical. The sample consists of managerial and non-managerial employees who have volunteered to participate in the study. This study reveals a positive and significant relationship showing that the foundation of an employee’s commitment is within the application of both distributive and procedural justice, with procedural justice having stronger effect. The findings in this study would offer insight to the managers and business organization in Nepal to formulate strategies that involve in work factors such as distributive and procedural justice for the improvement of the human resource development.

Organizational justice and millennial turnover in public accounting

2017 ◽  
Vol 39 (1) ◽  
pp. 112-126 ◽  
Author(s):  
Jessie George ◽  
Stephanie Wallio
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Turnover Intentions ◽  
Public Accounting ◽  
Content Type ◽  
The Public ◽  
Study Results ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the relationship between distributive justice, procedural justice, and turnover intentions for Millennial employees working in the public accounting environment. Design/methodology/approach Data collection utilized an online survey sent to members of a regional certified public accountant organization (n=75). Findings Lower levels of both distributive and procedural justice predicted higher turnover intentions, controlling for gender and job tenure. Procedural justice was found to have a stronger relationship with turnover intentions than distributive justice for Millennial public accountants. Practical implications The public accounting industry is facing a crisis based on the shortage of staff and senior level accountants, which are primarily Millennial employees. The study results have practical implications for public accounting firms. The findings suggest that the fairness of organizational processes could impact Millennials’ turnover intentions more than the fairness of organizational rewards. Employers could use this information to manage levels of procedural justice, which could reduce turnover intentions, actual turnover, and other byproducts of the staffing shortage. Originality/value This study examined the relationship between organizational justice and Millennial turnover intentions in public accounting. The study replicated the findings of some prior studies in a purely Millennial sample in the public accounting context and addressed some of the contradictory results seen previously related to organizational justice. As the public accounting industry has an abnormally large percentage of Millennial employees, these findings may be applied to other environments as the Millennial population in the workforce increases.

Trust in Leadership and Affective Commitment as a Mediator between Servant Leadership Behavior and Extra-Role Behavior of Teachers

2018 ◽  
Vol 3 (3) ◽  
pp. 149-155
Author(s):  
Titik Rosnani
Keyword(s):  
Servant Leadership ◽  
Direct Effect ◽  
Affective Commitment ◽  
Leadership Behaviors ◽  
Leadership Behavior ◽  
Moderating Effect ◽  
Role Behavior ◽  
Person Organization Fit ◽  
The Relationship ◽  
Role Behaviors

Objective - The purpose of this study is to investigate the relationship between trust in the leader and affective commitment as a mediator between servant leadership behavior and extra-role behavior. In addition, the study examines, whether person-organization fit has a moderating effect. Methodology/Technique - In total, 250 teachers of the border area responded to the research questionnaires, which were then analyzed using structural equation modeling with a partial least squares approach. Findings - The outputs of this study indicate an indirect influence between the principal servant leadership behaviors and extra-role behaviors among teachers, which was mediated by trust in the principal and the teacher's affective commitment to the principal. Furthermore, the results show a significant and direct relationship between servant leadership behaviors towards trust in the principal, affective commitment, and extra-role behaviors. Trust in the principal and teacher's affective commitment also had a significant and direct effect on extra-role behavior. However, the person-organization fit which moderates the effect of servant leadership behaviors on extra-role behaviors did not have a significant or direct effect on extra-role behaviors, in fact, it actually weakened the influence of servant leadership behaviors on extra-role behaviors. Novelty - The findings of this study suggest that trust in the principal and teacher's affective commitment has an important moderating effect which must be managed to strengthen the relationship between servant leadership behaviors and extra-role behaviors. Type of Paper: Empirical Paper. Keywords: Affective Commitment; Extra-role Behavior; Person-organization Fit; Servant Leadership Behavior; Trust in Leader. JEL Classification: M10. M11. M19.

scholarly journals Job stress and turnover intention revisited: evidence from Korean firms

2019 ◽  
Vol 17 (4) ◽  
pp. 52-61
Author(s):  
Ji-Young Ahn ◽  
Wang Chaoyu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Relationship ◽  
Job Stressors ◽  
Public Companies ◽  
Significant Positive Relationship ◽  
The Relationship

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

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

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

scholarly journals Ownership Structure and Firm Performance: An Empirical Analysis of Chinese Companies

2016 ◽  
Vol 4 (2) ◽  
pp. 57 ◽  
Author(s):  
Hui Zhang ◽  
Khine Kyaw
Keyword(s):  
Firm Performance ◽  
Ownership Structure ◽  
Positive Relationship ◽  
Institutional Ownership ◽  
State Ownership ◽  
Ownership Concentration ◽  
Annual Reports ◽  
Panel Model ◽  
Chinese Companies ◽  
The Relationship

This study examines the relationship between ownership structure and firm performance in Chinese companies. We hand collected ownership data on 1178 non-financial companies with a total of 5815 firm-years from annual reports. Through fixed-effect panel model, this study has the following findings. First, there is a positive relationship between firm performance and institutional ownership in Chinese companies. Second, the proportion of tradable shares negatively affects firm performance. Third, ownership concentration and state ownership appear to not affect firm performance.

scholarly journals PENINGKATAN KUALITAS LAYANAN GURU MELALUI PENGEMBANGAN KEPRIBADIAN GURU DAN KEADILAN ORGANISASI

2020 ◽  
Vol 4 (2) ◽  
pp. 71-75
Author(s):  
Sri Setyaningsih ◽  
Kania Rubiati
Keyword(s):  
Service Quality ◽  
Organizational Justice ◽  
Positive Relationship ◽  
Personality Development ◽  
Good Condition ◽  
Civil Servant ◽  
Informational Justice ◽  
Teacher Personality ◽  
The Relationship

IMPROVING THE QUALITY OF TEACHER SERVICES THROUGH THE DEVELOPMENT OF TEACHERS PERSONALITY AND ORGANIZATIONAL JUSTICEThe quality of teacher service is an important element related to achieving national education goals and developing Indonesian people as a whole. The initial survey of the service quality of Civil Servant teachers at Bogor Senior High Schools has not yet achieved maximum results. Therefore, the quality of teacher services is interesting to study. This study aims to find out how the quality of teacher services can be improved by examining the relationship between teacher service quality and teacher personality variables and organizational justice. This research uses correlational statistical methods and analyzes the system method. The unit of analysis for the study was the high school civil servant teachers with a population of 279 and a sample of 103 teachers. The results showed that there was a positive relationship between teacher personality and teacher service quality with the strength of the relationship ry1 = 0.421 and there was a positive relationship between organizational justice and teacher service quality with the strength of the relationship ry2 = 0.297 so that the quality of teacher services could be improved through teacher personality and organizational justice. The results of this correlation are then integrated with the SITOREM method in order to obtain a way to improve the quality of teacher services based on personality development and organizational justice through strengthening indicators. The results of SITOREM show that efforts to improve the quality of teacher services can be done by improving the following indicators in order of priority improvement: (1) stable emotions, (2) openness to experience (3) procedural justice (4) responsiveness (5) attention. The next effort is to maintain 9 indicators that are in good condition, namely: (1) sincerity (2) enthusiasm (3) agreement (4) interpersonal justice (5) informational justice (6) distributive justice (7) physical appearance (8) assurance (9) ) reliability.

The relationship between justice perceptions and organizational commitment among alternative work arrangement participants and non-participants

2021 ◽  
Vol 36 (8) ◽  
pp. 1092-1113
Author(s):  
Leslie H. Blix ◽  
Marc Ortegren ◽  
Kate Sorensen ◽  
Brandon Vagner
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Design Methodology ◽  
Content Type ◽  
Justice Perceptions ◽  
The Usa ◽  
Alternative Work ◽  
The Relationship ◽  
Work Arrangement

Purpose The purpose of this paper is to examine the effect of auditor alternative work arrangement (AWA) participants’ and non-participants’ perceptions of procedural and distributive justice on organizational commitment. Design/methodology/approach Using survey data from 110 auditors in the USA, this study uses a regression model to explore how AWA participants’ and non-participants’ perceptions of procedural and distributive justice affect organizational commitment. Findings As predicted, results show both participants’ and non-participants’ perceptions of procedural justice significantly affect organizational commitment. However, neither groups’ perceptions of distributive justice significantly affect their organizational commitment. Originality/value Organizational justice literature has shown that procedural and distributive justice influence organizational commitment. However, no study has controlled for AWA participation. The authors extend research by investigating the effects of procedural and distributive justice perceptions on organizational commitment for both participants and non-participants. The authors also extend accounting research that has narrowly examined AWA benefits and drawbacks, support, viability and perceptions of subordinate career success. Furthermore, there is limited AWA auditing research and this study offers a view prior to the COVID-19 pandemic.

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