scholarly journals Transformational leadership, organizational justice and organizational outcomes

2019 ◽  
Vol 40 (7) ◽  
pp. 749-763 ◽  
Author(s):  
Iyad Alamir ◽  
Rami M. Ayoubi ◽  
Hiba Massoud ◽  
Louna Al Hallak
Keyword(s):  
Transformational Leadership ◽  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Organizational Outcomes ◽  
Content Type ◽  
Mediating Role ◽  
Intermediate Variables ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the impact of transformational leadership (TL) on organizational commitment (OC) with the mediating role of organizational justice (OJ) in the higher education (HE) sector in Syria. Design/methodology/approach The data were collected from 502 employees from six HE institutions. Two measures of organizational outcomes were selected for this study, namely, job satisfaction (JS) and OC. Using structural equation modelling (SEM), the authors tested four alternative models to indicate the relationship between leadership and organizational outcomes. Findings TL has both direct and indirect effects on OC through interactional justice (IJ). TL has an impact on JS through procedural justice (PJ) and IJ as intermediate variables, while transactional leadership (TrL) has an impact on JS through distributive justice (DJ). The three types of OJ have an impact on OC through JS. The authors found that the national culture may not influence the impact of the leader in the current globalization context, as the results were similar to the Western studies. Practical implications The findings of the study provide managers of the HE sector with insights into the formations of employees’ fairness perceptions, and with some guidelines for managing employees by documenting OJ to draw positive attitudinal and behavioral responses from employees. Originality/value While most previous research has focused on exploring the relationship between leadership and OJ or between OJ and JS in the business sector, the study, however, seeks in addition, to pinpoint the effect of OJ as a mediate variable between the leadership and JS and OC in HE.

Intra-national diversity

2018 ◽  
Vol 25 (3) ◽  
pp. 425-442 ◽  
Author(s):  
Srecko Stamenkovic ◽  
Biljana Ratkovic Njegovan ◽  
Maja S. Vukadinovic
Keyword(s):  
Organizational Justice ◽  
Design Methodology ◽  
Ethical Climate ◽  
Positive Impact ◽  
Interactional Justice ◽  
Personal Interest ◽  
Content Type ◽  
The Republic ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the impact of organizational justice on the ethical climate in organizations in Serbia.Design/methodology/approachIn the study, 3,413 employees participated whose task was to assess the dimensions of organizational justice (procedural, distributive and interactional) as well as the dimensions of ethical climate (egoism, benevolence and principle).FindingsThe obtained results show that the dimensions of organizational justice are significant predictors of dimensions of ethical climate. The dimension of distributive justice significantly predicts the dimensions of egoism and principle, while the dimensions of procedural and interactional justice significantly predict the dimensions of benevolence and principle. Concerning the structure of the relationship between dimensions of organizational justice and ethical climate, the results also showed that there is intra-national diversity depending on the region of the Republic of Serbia where the organization operates. Ethical climate based on maximization of personal interest is more connected to economically more developed regions with a larger population, while ethical climate based on duties related to norms, laws, rules and policies characterizes less developed regions with a smaller population.Originality/valueIn the context of contemporary Serbian business surrounding, the obtained results are discussed regarding the possibilities for improvement of ethical climate, which should be accompanied and supported by the positive impact of organizational justice.

The role of organizational justice in the customer orientation–performance relationship

2020 ◽  
Vol 33 (2) ◽  
pp. 277-297
Author(s):  
Francisco Trincado-Munoz ◽  
Leslier Valenzuela-Fernández ◽  
Melany Hebles
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Customer Orientation ◽  
Perceived Fairness ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

PurposeWhile companies have increasingly encouraged employees to adopt a customer orientation, less attention has been given to the impact that customer orientation has on employees' job outcomes and performance. Previous research has used job demands-resource theory (JD-R) and proposed several mechanisms through which customer orientation influences performance, yet the intervening variables in the process have shown inconsistent results. The purpose of this paper is to investigate the contextual role of organizational justice on the relationship between customer orientation and performance through work engagement. In this way, offering more understanding of the contingent effects that intervene in the customer orientation–performance relationship.Design/methodology/approachUsing a structural equation model (SEM) in a sample of 249 marketing, sales and management managers in Chilean companies, this paper tested different hypotheses concerning the role of work engagement, organizational justice and customer orientation in relation to perceived performance.FindingsThis study informs that organizational justice (procedural and distributive justice) moderates the relationship between customer orientation and performance through work engagement. Precisely, the findings reveal that at lower values of organizational justice, changes in customer orientation negatively influence work engagement and in turn performance.Originality/valueThe results contribute to strengthening customer orientation theory by integrating a contextual variable often omitted: organizational justice. By exploring the moderation effect of organizational justice on customer orientation, this paper reveals contingent effects of employees' perceived fairness on the organization in the relationship between customer orientation and performance through work engagement. The findings encourage managers to look after employees' perceived organizational justice when they implement customer-oriented approaches, in particular, of those employees who work in the frontline sales and service positions.

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.

Why does leader attention scope matter for innovation ambidexterity? The mediating role of transformational leadership

2016 ◽  
Vol 37 (7) ◽  
pp. 912-935 ◽  
Author(s):  
Xiaofeng Zheng ◽  
Zhiying Liu ◽  
Xiuyuan Gong
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Upper Echelons Theory ◽  
Attention Scope ◽  
The Relationship

Purpose The purpose of this paper is to explore the role leader attention plays in the nurture of transformational leadership (TL) behavior, as well as the mechanism by which TL affects innovation ambidexterity, this research empirically studied the relationship between leader attention scope (LAS) and innovation ambidexterity (exploratory innovation and exploitative innovation) through the mediating role of TL. Further, the moderating effect of environmental dynamism (ED) on the relationship between TL and innovation ambidexterity was examined. Design/methodology/approach Empirical study was adopted by distributing questionnaires to high echelon leaders in mainland China to assess related variables. Structural equation modeling was used to examine the relationships of the variables based on the 188 returned questionnaires. Findings The results show that LAS had a positive effect on innovation ambidexterity, and the relationship was partially mediated by TL. ED negatively moderated the relationship between TL and innovation ambidexterity. Practical implications The results suggest that upper echelon leaders receive more unfamiliar, outward-oriented, and source-diverse information to broaden their attention scope. The broad outlook they get obliges them to engage in TL behavior which is beneficial for innovation ambidexterity. Originality/value Based on upper echelons theory, this research reveals the realization mechanism of innovation ambidexterity from the perspectives of leader attention and leadership behavior. This paper avoids the previous research limitation of prevalently employing demographic measurements to substitute for leaders’ psychological processes. The study of LAS also explains the formation mechanism of TL. ED is considered to examine the effectiveness of TL.

The impact of transformational leadership on employees’ creativity

2018 ◽  
Vol 41 (1) ◽  
pp. 113-132 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Ayman Bahjat Abdallah ◽  
Marwa Al Janini
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the effect of transformational leadership on employees’ creativity in the Jordanian banking sector through the mediating effect of perceived organizational support. Design/methodology/approach The study is based on survey data collected from 369 employees working in Jordanian banks. Validity and reliability analyses were performed, and direct and indirect effects were tested using structural equation modeling. Findings The results indicate that transformational leadership positively affects some dimensions of employees’ creativity and perceived organizational support. However, perceived organizational support is found to not be significantly related to some dimensions of employees’ creativity. Additionally, the mediating effect of perceived organizational support on the relationship between transformational leadership and some dimensions of employees’ creativity is found to not be significant. Originality/value This paper is one of the first to examine the relationship between transformational leadership and employees’ creativity through perceived organizational support, especially in an Arab country and in the banking sector.

scholarly journals Evaluating the impact of psychological entitlement on cyberloafing: the mediating role of perceived organizational justice

2020 ◽  
Vol 17 (1/2) ◽  
pp. 137-152
Author(s):  
Arefeh Rahaei ◽  
Reza Salehzadeh
Keyword(s):  
Organizational Justice ◽  
Structural Equation ◽  
Equation Modeling ◽  
Valuable Insight ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Entitlement ◽  
Questionnaire Method ◽  
The Impact

Purpose The purpose of this study is to evaluate the impact of psychological entitlement and perceived organizational justice on cyberloafing. Design/methodology/approach In this study, a cross-sectional research design based on a questionnaire method was used to collect the required data from a sample of 226 employees working at selected universities in the city of Isfahan, Iran. To test the research hypotheses, structural equation modeling was used. Findings According to the findings, psychological entitlement could have a significant impact on perceived organizational justice and consequently perceived organizational justice could significantly influence cyberloafing. Moreover, psychological entitlement could significantly influence cyberloafing and finally, psychological entitlement could have a significant effect on cyberloafing through perceived organizational justice. Originality/value This research provides valuable insight for studying the relationship among psychological entitlement, perceived organizational justice and cyberloafing.

Organizational justice and organizational citizenship behaviour: the mediating role of psychological ownership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jnaneswar K ◽  
Gayathri Ranjit
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Research Work ◽  
Psychological Ownership ◽  
Full Time ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this paper is to propose and empirically test a model that examines psychological ownership as an intervening variable between organizational justice and organizational citizenship behaviour drawing on the social exchange theory, equity theory and event mediated model.Design/methodology/approachThe study was based on a cross-sectional research design, with a sample of 301 full-time employees from various information technology organizations in India. Amos software was used to test the validity of the hypothesised model, and PROCESS macro was used to test the mediation of psychological ownership.FindingsThe findings showed that organizational justice impacted both psychological ownership and organizational citizenship behaviour. Furthermore, psychological ownership impacted the organizational citizenship behaviour of employees. The key finding of this study is the partial mediation of psychological ownership in the relationship between organizational justice and organizational citizenship behaviour.Practical implicationsBesides enriching the organizational behaviour literature, the findings of the study offer valuable messages to the organizational leaders in creating sustained competitive advantage through employee behaviours like organizational citizenship behaviour and psychological ownership.Originality/valueEven though the literature reports the impact of organizational justice on organizational citizenship behaviour, the majority of this research is based on a western context. There is little research work done to examine the direct relationship between these variables in a non-western context, especially in an emerging economy like India. This study bridges this research gap and enriches the literature by elucidating how organizational justice impacts organizational citizenship behaviour by evincing the mediating mechanism of psychological ownership. Moreover, this is one of the primary studies that explore the mediating role of psychological ownership in the relationship between organizational justice and organizational citizenship behaviour.

Does e-government help shape citizens' engagement during the COVID-19 crisis? A study of mediational effects of how citizens perceive the government

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tunde Simeon Amosun ◽  
Jianxun Chu ◽  
Olayemi Hafeez Rufai ◽  
Sayibu Muhideen ◽  
Riffat Shahani ◽  
...  
Keyword(s):  
Mediation Analysis ◽  
Structural Equation ◽  
Equation Modeling ◽  
Trust In Government ◽  
Content Type ◽  
Mediating Role ◽  
Government Transparency ◽  
The Government ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the impact of e-government usage on citizen engagement during the COVID-19 crisis in China, in relation to the mediating role of how citizens perceive the government. A model was also proposed to explain the relationship between e-government usage during the COVID-19 crisis and the mediating role that different perceptions of government play in influencing citizens level of engagement.Design/methodology/approachThe research model was tested empirically through a survey conducted online with 866 research participants, comprising of Chinese citizens from three large cities, which include Hefei, Shanghai and Nanjing.FindingsThe results in structural equation modeling showed that e-government usage has a significant positive influence on citizens' perception about trust in government, government transparency and government reputation but not significant influence on citizens' engagements. However, an indirect relationship was found out in the mediation analysis. There was also a significant relationship between the different perceptions of government. Mediation analysis showed that all the different perceptions of government mediate the relationship between e-government usage and citizens' engagements during the COVID-19 crisis. The single mediation pathways were found to be most effective mediators, identifying citizens' perception about trust in government to be the most effective mediator.Originality/valueThis study filled the gap in literature by examining how e-government usage by Chinese citizens during the COVID-19 crisis helped influence their attitude and behavior. Specifically, this study is one of the first to integrate citizens' usage of e-government and citizens' engagement through the different citizens' perceptions of government such as trust in government, transparency of government and government reputation in a non-liberal country.

How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zahid Hameed ◽  
Rana Muhammad Naeem ◽  
Marria Hassan ◽  
Muhammad Naeem ◽  
Muhammad Nazim ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

Mediating role of place identity in the relationship between place quality and user satisfaction in waterfronts: a case study of Penang, Malaysia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohd Ismail Isa ◽  
Massoomeh Hedayati Marzbali ◽  
Siti Nursyahira Saad
Keyword(s):  
User Satisfaction ◽  
Structural Equation ◽  
Outdoor Recreation ◽  
Place Identity ◽  
Urban Life ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

Purpose One major challenge for urban planners and policymakers is how to strengthen and establish connections between humans and the environment. Evidence suggests that the physical characteristics of the environment enhance both place identity and user satisfaction. This study aims to investigate the mediating role of place identity in the relationship between place quality and user satisfaction in two waterfronts in Penang, Malaysia. However, only few studies have examined the impact of place quality on user satisfaction in waterfronts as natural outdoor recreation spaces. Design/methodology/approach A sample of 300 users was analysed via structural equation modelling, and results show that place quality is a second-order construct with three main dimensions. Findings These results support the theoretical findings in the literature that associate high place quality and place identity with user satisfaction. These results also support the mediating role of place identity in the relationship between place quality and satisfaction and can help policymakers create inclusive and attractive waterfronts that catalyse place identity and user satisfaction. Originality/value Place quality is an essential need for urban life with significant and extensive effects on the lives of residents nowadays. Organising physical activities can help attract more users to waterfronts and consequently increase their level of satisfaction. Local authorities, non-governmental organisations and local communities should also help in monitoring and maintaining the waterfronts.

Sign in / Sign up

Export Citation Format

Share Document