The role of overall justice judgments in organizational justice research: A test of mediation.

2009 ◽  
Vol 94 (2) ◽  
pp. 491-500 ◽  
Author(s):  
Maureen L. Ambrose ◽  
Marshall Schminke
Keyword(s):  
Organizational Justice ◽  
Justice Research ◽  
Overall Justice ◽  
Justice Judgments

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

Organizational Justice: Yesterday, Today, and Tomorrow

1990 ◽  
Vol 16 (2) ◽  
pp. 399-432 ◽  
Author(s):  
Jerald Greenberg
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Equity Theory ◽  
Historical Overview ◽  
Justice Research ◽  
New Directions ◽  
History Of ◽  
Justice Judgments ◽  
Future Work

The present article chronicles the history of the field of organizational justice, identifies current themes, and recommends new directions for the future. A historical overview of the field focuses on research and theory in the distributive justice tradition (e.g., equity theory) as well as the burgeoning topic of procedural justice. This forms the foundation for the discussion offive popular themes in contemporary organizational justice research: (a) attempts to distinguish procedural justice and distributive justice empirically, (b) the development of new conceptual advances, (c) consideration of the interpersonal determinants of procedural justice judgments, (d) new directions in tests of equity theory, and (e) applications of justice-based explanations to many different organizational phenomena. In closing, a plea is made for future work that improves procedural justice research methodologically (with respect to scope, setting, and scaling), and that attempts to integrate and unify disparate concepts in the distributive and procedural justice traditions.

Job insecurity and compensation evaluations: the role of overall justice

2016 ◽  
Vol 54 (3) ◽  
Author(s):  
Jeffrey Joseph Haynie ◽  
Daniel J. Svyantek ◽  
Matthew J Mazzei ◽  
Virajanand Varma
Keyword(s):  
Organizational Justice ◽  
Design Methodology ◽  
Job Insecurity ◽  
Future Research ◽  
Pay Satisfaction ◽  
Overall Justice ◽  
The Impact ◽  
Practical Implications ◽  
Satisfaction Relationship

Purpose The present study examined the relations of job insecurity with pay and incentive satisfaction and the role of overall justice in these relationships. Design/methodology/approach The authors surveyed employees of an industrial equipment sales firm located in the Southeastern United States. Surveys were completed by 151 employees using instruments assessing job insecurity, overall justice, pay satisfaction, and incentive satisfaction. Findings The study results indicated job insecurity is negatively related to both pay and incentive satisfaction. Further, the study found that overall justice mediated the job insecurity to pay satisfaction relationship, but not the job insecurity to incentive satisfaction relationship. Research limitations/implications Because overall justice only explained the job insecurity-pay satisfaction relationship, future research should examine other potential mediators to better understand these disparate effects when compared with incentive satisfaction. Future research should also examine our model with a larger sample using a time-lagged design to further mitigate the limitations of the study. Practical implications The results of this study suggest that employees who contain a strong fear of job loss tend to experience reduced pay and incentive satisfaction levels. Managers should do what they can to limit the impact of job insecurity on these attitudes and provide additional training to employees in coping strategies so that they might better deal with the job insecurity stressor. Originality/value Integrating the literatures on stress appraisal and organizational justice, the empirical model provides understanding of how job stressors and perceptions of organizational justice influence pay and incentive satisfaction.

scholarly journals Injustice Without Evidence: The Unique Role of Conspiracy Theories in Social Justice Research

2021 ◽  
Author(s):  
Jan-Willem van Prooijen
Keyword(s):  
Social Justice ◽  
Present Contribution ◽  
Conspiracy Theories ◽  
Justice Research ◽  
Social Justice Research ◽  
Attributions Of Blame ◽  
Criminal Conduct ◽  
Traditional Approaches ◽  
Justice Judgments

AbstractConspiracy theories are widespread and have a profound impact on society. The present contribution proposes that conspiracy theories are explanatory narratives that necessarily contain justice judgments, as they include attributions of blame and accusations of unethical or criminal conduct. Conspiratorial narratives also are mental simulations, however, and may elicit genuine feelings of injustice also without evidence of actual malpractice. Indeed, conspiracy theories sometimes describe unfair events that are unlikely to have occurred, unethical authorities that might not actually exist, and so on. Here I propose two complementary processes that stimulate belief in evidence-free conspiracy theories: (1) Existential threats instigate biased mental processing and motivated reasoning, that jointly promote an alternative perception of reality; and (2) group allegiances shape how people perceive, interpret, and remember facts to highlight the immoral qualities of competing outgroups. Due to these processes, conspiracy theories elicit a set of distinct reactions such as poor health choices and rejection of science. Moreover, evidence-free conspiracy theories require interventions beyond traditional approaches to install justice principles, such as debunking falsehoods and reducing polarized intergroup distinctions. I conclude that the scientific study of conspiracy theories is part of, and has a unique place in, social justice research.

Organizational Justice and Behavioral Ethics: Promises and Prospects

2009 ◽  
Vol 19 (2) ◽  
pp. 193-233 ◽  
Author(s):  
Russell Cropanzano ◽  
Jordan H. Stein
Keyword(s):  
Individual Differences ◽  
Social Status ◽  
Organizational Justice ◽  
Social Identities ◽  
Behavioral Ethics ◽  
Justice Research ◽  
Ethics Research ◽  
Instrumental Control ◽  
Moral Convictions

ABSTRACT:Scholars studying organizational justice have been slow to incorporate insights from behavioral ethics research, despite the fields’ conceptual affinities. We maintain that this stems from differences in the paradigmatic approaches taken by scholars in each area. First, justice research historically has assumed that individuals are motivated by a desire for instrumental control of worthwhile outcomes or by a concern with social status, while behavioral ethics has paid more attention to the role of internalized moral convictions and duties. Second, organizational justice researchers have investigated one set of individual differences, behavioral researchers have examined another. Third, justice scholars focus on social identities while behavioral ethics scholars also investigate moral identities. As an impetus to future inquiry, our review attends to contemporary organizational justice research that takes into account concepts derived from behavioral ethics. In so doing we hope to highlight an avenue for integrative scholarship that will further our understanding of organizational justice.

The role of the self in organizational justice

2007 ◽  
Author(s):  
D. Ramona Bobocel ◽  
Russell E. Johnson ◽  
Joel Brockner
Keyword(s):  
Organizational Justice ◽  
The Self

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

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