scholarly journals Pay Satisfaction of Software Professionals in India

2007 ◽  
Vol 32 (3) ◽  
pp. 9-22 ◽  
Author(s):  
Kanika T Bhal ◽  
Namrata Gulati
Keyword(s):  
Leadership Development ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Intent To Leave ◽  
Intention To Leave ◽  
Pay Satisfaction ◽  
Psychological Processes ◽  
Social Psychological ◽  
Software Professionals ◽  
The Impact

This study explores pay satisfaction-related issues of software professionals in India, specifically assessing the impact of different dimensions of pay satisfaction on intent to leave. Since satisfaction with pay is an emotional/affective reaction and is likely to be influenced by personal and environmental factors, the study explores some social psychological processes like leader-member exchange, justice, and voice that are likely to impact pay satisfaction of these professionals. Using a sample of 306 software professionals drawn from various organizations, the study tests the various hypotheses. Three broad trends emerge from the data: First, process dimensions of pay satisfaction are better predictors of the professionals' intention to leave the organization. Second, distributive justice predicts both the amount and process dimensions of pay satisfaction whereas procedural justice predicts only the process dimensions. Finally, the hypothesis that LMX leads to voice which leads to procedural justice which in turn leads to satisfaction with the process dimensions of pay satisfaction found support from the data and the strength of relationships was stronger for structure and administration dimension as compared to raises dimension of pay satisfaction. The findings suggest that though pay levels are important, the HR Department needs to make additional efforts towards the processes through which pay and raises are determined as these processes might provide the crucial advantage for retaining software professionals in an environment where salary levels are competitive. Additionally, since both the pay-related processes and procedural justice are important, these processes need to be both effective and fair. Though fairness in appraisal and pay- related processes can be built through various HR systems like participation (voice), the results show that these processes will be effective only if they are implemented well by the immediate leader. The results have implications for leadership development and training on appraisal and pay-related processes. Unless the leaders are trained appropriately and made aware of the social psychological processes that go on in a team, the design of systems by the HR Department may not be effective. Since distributive justice is an important predictor of pay satisfaction, comparison with relevant others plays an important role in pay satisfaction. The HR Departments in these organizations needs to identify pay levels that compete in the market. Indians are shown to have a familial identity and value the opinions of their kith and kin; hence, acknowledging and incorporating the inputs of social comparison person (family and friend) might provide more useful insights into how these professionals perceive distributive justice.

Perspectives on the Situation

2018 ◽  
pp. 66-96
Author(s):  
Harry T. Reis ◽  
John G. Holmes
Keyword(s):  
Personality Traits ◽  
Current Status ◽  
Psychological Processes ◽  
Social Psychological ◽  
The Impact

This chapter reviews major theoretical positions on the influence of situations for the understanding of both personality and social–psychological processes. We review the history and current status of this topic, and we describe in some detail two recent theories that seem particularly amenable toward resolving the disparate approaches that this distinction often engenders. Broadly considered, our position is that personality and situations must be considered interacting factors, but in a theoretically specific way. The concept of affordance—that situations provide opportunities for the expression of certain personality traits—is central to our analysis. We also discuss several issues that personality and social psychologists might profitably consider to provide better grounding for theories and research about the impact of situations on behavior.

Procedural fairness: Between human rights law and social psychology

2021 ◽  
pp. 092405192199274
Author(s):  
Cathérine Van de Graaf
Keyword(s):  
Human Rights ◽  
Procedural Justice ◽  
Well Being ◽  
Fair Trial ◽  
European Convention ◽  
Public Confidence ◽  
Social Psychological ◽  
Justice Research ◽  
The Right ◽  
The Impact

Fair procedures have long been a topic of great interest for human rights lawyers. Yet, few authors have drawn on research from other disciplines to enrich the discussion. Social psychological procedural justice research has demonstrated in various applications that, besides the final outcome, the manner in which one’s case is handled matters to people as well. Such research has shown the impact of procedural justice on individuals’ well-being, their acceptance of unfavourable decisions, perceptions of legitimacy and public confidence. The ECtHR has confirmed the desirability of these effects in its fair trial jurisprudence. Thus far, it remains unclear to what extent the guarantees offered by Article 6(1) of the European Convention on Human Rights (the right to a fair trial) coincide with the findings of empirical procedural justice research. This article aims to rectify this and uncover similarities between the two disciplines.

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.

scholarly journals Ethical Leadership and Organizational Citizenship Behaviour: the Mediating Role of Ethical Climate, Trust, and Justice

2019 ◽  
Vol 10 (1) ◽  
pp. 70
Author(s):  
Tayyaba Ahmed Fatima ◽  
Dr. Danish Ahmed Siddiqui
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Positive Impact ◽  
Top Management ◽  
Procedural Justice Climate ◽  
The Impact ◽  
Justice Climate

This study analysed and showed that how the Top Managements’ Ethical Leadership Influences Organization Citizenship Behaviour (OCB). We proposed that Ethical leadership affects OCB by promoting ethical climate and trust in an Organization. Thus, such factors gives a rise to Procedural Justice Climate and Distributive Justice, which resulted in OCB. This theoretical framework was empirically tested by gathering data of 210 employees who are working in different sectors in Pakistan by means of close ended Likert scale type questionnaires. Numerous statistical techniques for instance descriptive statistics, (CFA) confirmatory factor analysis and (SEM) structural equation modelling were used to analyse the results. As proposed in our theory, the results indicates a positive impact of Top Management Ethical Leadership on Ethical Climate and Trust in an Organization. Moreover, the result also indicates a significant positive impact of trust on both Procedural Justice Climate & Distributive Justice. Furthermore, both of these completely intercedes the consequences of top management ethical leadership on organizational citizenship behaviour. From a different viewpoint, the impact of ethical climate on Procedural Justice Climate is significantly positive, however; the relationship between ethical climate and Distributive Justice was found to be insignificant. Hence, this investigation provides a credible theoretical description as well as observed support of a contrivance through which ethical leadership of top management boosts Organizational Citizenship Behaviour. Therefore, managers in organization can rise Firm level OCB by enhancing the overall environment of the corporation and participatory factors in an ethical manner.

scholarly journals The Impact of Social Capital on Residents’ Supportive Attitude to Tourism Development: The Mediation Role of Perception of Justice

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110475
Author(s):  
Lantao Zhu ◽  
Xi Li ◽  
YingChuan Wang
Keyword(s):  
Social Capital ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Positive Impact ◽  
Social Capital Theory ◽  
Mediation Effect ◽  
Capital Theory ◽  
Theoretical Contribution ◽  
Distributive Fairness ◽  
The Impact

Based on social capital theory and fairness theory, the study proposes a residents’ supportive attitudes influencing model, with social capital as the antecedent variable, and the perception of justice as mediator. An empirical research was conducted on residents of three well-known island tourist destinations in Zhejiang Province, China, a total of 620 questionnaires were distributed in the three regions. The results of data analysis show that the perception of distributive justice and procedural justice is positively influenced by social capital; it has a positive impact on distributive fairness and residents’ support. Distributive justice has a positive impact on the supportive attitudes of residents. In addition, the mediation effect of distributive justice and procedural justice between social capital and the supportive attitude of residents has been supported. The theoretical contribution and practical value of this research have also been discussed.

scholarly journals Analisis pengaruh service recovery terhadap loyalitas pelanggan dalam jasa telepon seluler

2017 ◽  
Vol 2 (2) ◽  
pp. 136
Author(s):  
Mia Antika
Keyword(s):  
Information Technology ◽  
Regression Analysis ◽  
Customer Satisfaction ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Customer Loyalty ◽  
Service Failure ◽  
Service Recovery ◽  
Interactional Justice ◽  
The Impact

 The objectives of this research is to examine the impact of service recovery toward trust, and customer loyalty. To look at the connection between service recovery and customer loyalty this research used justice perspective that included procedural justice, interactional justice and distributive justice. The setting of this research was information technology business. The research was conducted in area of Surakarta regency with the customer phone operator as research respondent. This research used convinience sampling and employed 150 respondent that grouped by complaint and non-complaint customer. Regression analysis  was used in this research to analyse the data. Research indicated that procedural justice have significant impact toward customer satisfaction. In contrast, distributive and interactional justive did not significant impact toward customer satisfaction. This research also found that trust and customer satisfaction significantly impact toward trust and customer loyalty. In addition, this result found that non-complaint respondent were more trust and  loyalty than  customer who complaint to service which provided by phone operator. This indicated that service recovery did not enable to recover service failure.

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 The social psychological processes of ‘procedural justice’: Concepts, critiques and opportunities

2018 ◽  
Vol 19 (4) ◽  
pp. 421-438 ◽  
Author(s):  
Matthew Radburn ◽  
Clifford Stott
Keyword(s):  
Social Identity ◽  
Procedural Justice ◽  
Large Scale ◽  
Social World ◽  
Police Legitimacy ◽  
Psychological Processes ◽  
Social Psychological ◽  
Contemporary Research ◽  
The Social ◽  
Large Scale Survey

Contemporary research on policing and procedural justice theory (PJT) emphasizes large-scale survey data to link a series of interlocking concepts, namely perceptions of procedural fairness, police legitimacy and normative compliance. In this article we contend that as such, contemporary research is in danger of conveying a misreading of PJT by portraying a reified social world divorced from the social psychological dynamics of encounters between the police and policed. In this article we set out a rationale for addressing this potential misreading and explore how and why PJT researchers would benefit both theoretically and methodologically through drawing upon advances in theoretical accounts of social identity, developed most notably in attempts to understand crowd action. Specifically, we advance an articulation of a ‘process-based’ model of PJT’s underlying social and subjective dynamics and stress the value of ethnographic approaches for studying police–‘citizen’ encounters.

scholarly journals The Impact of Organizational Justice on the Workplace Quality in the Ministry of Foreign Affairs in Riyadh: أثر العدالة التنظيمية على جودة حياة العمل في وزارة الخارجية بالرياض

2020 ◽  
Vol 4 (4) ◽  
Author(s):  
Nahed Nasser Filemban, Suzan Mohammad Al-Qurashi
Keyword(s):  
Decision Making ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Work Environment ◽  
Organizational Justice ◽  
Job Characteristics ◽  
Work Conditions ◽  
Foreign Affairs ◽  
Positive Effects ◽  
The Impact

The study aimed to identify the level of organizational justice and its dimensions (distributional, procedural, and transactions) from the perspective of the employees at the Ministry of Foreign Affairs in Riyadh and to identify the level of dimensions of the workplace quality (conditions of the work environment moral, job characteristics, salaries and rewards, workgroups, supervision and participation method, and decision making process) In the Ministry of Foreign Affairs from the employees' point of view. Also, it aimed to clarify the relationship between organizational justice within its dimensions (distributional, procedural, and transactions) and workplace quality within its dimensions (moral work conditions, job characteristics, salaries and rewards, the manager’s supervision’s method, and participation in decision-making). The researcher used the descriptive-analytical method; with a population consisted of (1733) employees of the Ministry of Foreign Affairs Office in Riyadh. The study used a questionnaire that was distributed to the sample of the study which consisted of (292) employees who were randomly selected. The study has showed some results, most important of: The level of employees' perception of organizational justice in the Ministry of Foreign Affairs in Riyadh is high, as the organizational justice is applied by (77.25%); the realization perception of procedural justice was at its highest (81%); however, the distributive justice was the least applied by (73.75%). The Ministry of Foreign Affairs in Riyadh has a high workplace quality by a quality level of (79.50%); where the work environment conditions were the highest at (82%) and the salaries and rewards were the lowest at (78.25%). The study also concluded that there was a statistically significant positive impact of the organizational justice dimensions (organizational justice, procedural justice, distributive justice) on the career's quality (after the morale conditions of the work environment, after the characteristics of the job, after salaries and remunerations, after working groups, after the supervision method, after participating in making decisions). In addition, there was a strong positive relationship between the dimensions of organizational justice and career quality and that the three dimensions of organizational justice explain (76.8%) of the changes and positive effects that occur in the career quality. We find that distributive justice is the most important and influential on the career quality, followed by the fairness of transactions and procedural justice. In light of the results, the researcher recommended that the administration has to ensure that all employees have the same rights and privileges through employing transparency in the rewards’ provision basing on legal and fair basis for all.

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.

Sign in / Sign up

Export Citation Format

Share Document