scholarly journals The Role of Trust, Leader-Member Exchange, and Organizational Justice in Employee Attitudes and Behaviors: A Laboratory and Field Investigation

2000 ◽  
Author(s):  
Rudolph Sanchez
Keyword(s):  
Organizational Justice ◽  
Field Investigation ◽  
Employee Attitudes ◽  
Leader Member Exchange ◽  
Attitudes And Behaviors ◽  
Member Exchange ◽  
And Behaviors

Balancing organizational justice and leader–member exchange to engage workforce

2019 ◽  
Vol 31 (3) ◽  
pp. 231-246 ◽  
Author(s):  
Daria Sarti
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Justice ◽  
Work Engagement ◽  
Human Service ◽  
Human Service Organizations ◽  
Service Organizations ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange

Purpose The purpose of this paper is, first, to examine the role of two key organizational determinants of work engagement among employees operating in human service organizations – organizational justice and leader–member exchange (LMX) – in nonprofit organizations – i.e. social cooperatives in Italy – and, second, whether any interaction effect exists between these two variables, more specifically if LMX plays a moderating role in the relationship between organizational justice perception and employees’ engagement. Design/methodology/approach The analysis was developed through the administration of a questionnaire to 290 employees operating in ten nonprofit human service organizations in Italy. Findings The results support the hypothesis of a positive relation between both distributive and procedural justice and work engagement. In addition, the aforesaid relation was moreover found to be stronger among employees experiencing high levels of LMX than those reporting little LMX. Research limitations/implications Despite some limitations, the paper has both theoretical and managerial implications. Originality/value This paper contributes to the research on the important role of organizational justice in enhancing employees’ work engagement and the pivotal interacting role of the leader in boosting this relationship.

scholarly journals Pengaruh Keadilan Organisasional Terhadap Kinerja Karyawan Dimediasi LMX (Leader-Member Exchange) Dilihat dari Aspek Gender

2021 ◽  
Vol 30 (2) ◽  
pp. 154-172
Author(s):  
Alifah Widya ◽  
Heru Kurnianto Tjahjono ◽  
Zainal Mustafa ◽  
Wisnu Prajogo
Keyword(s):  
Organizational Justice ◽  
Employee Performance ◽  
Medical Laboratory ◽  
Leader Member Exchange ◽  
Exchange Relationship ◽  
Mediating Role ◽  
Central Java ◽  
Member Exchange ◽  
The Relationship

The purpose of this article is to examine the mediating role of leader-member exchange in the relationship between organizational justice and employee performance in terms of gender. This article focuses on ATLM (Medical Laboratory Technologist) regarding organizational justice practices and the Leader-Member Exchange relationship and how these perceptions predict employee performance and how it affects employee gender. The sample used was 191 ATLM in type C hospitals in the D.I. Yogyakarta and Central Java. The results of this study will help ATLM to foster greater employee value and teamwork among employees by implementing organizational justice practices.

scholarly journals The Psychology of Resistance to Change: The Antidotal Effect of Organizational Justice, Support and Leader-Member Exchange

2021 ◽  
Vol 12 ◽  
Author(s):  
Nabeel Rehman ◽  
Asif Mahmood ◽  
Muhammad Ibtasam ◽  
Shah Ali Murtaza ◽  
Naveed Iqbal ◽  
...  
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Resistance To Change ◽  
Interactional Justice ◽  
Business Environment ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Member Exchange

In today’s business environment, the survival and sustenance of any organization depend upon its ability to introduce a successful change. However, in implementing a change, one of the biggest problems an organization faces is resistance from its employees. The current paper addresses this problem by examining the role of organizational justice dimensions in coping with the resistance to change through the intervening role of perceived organizational support (POS), leader-member exchange (LMX), and readiness for change (RFC) in a sequential framework. Data of 372 employees have been collected from the banking industry of Pakistan. The results obtained through the Partial Least Squares- Structural Equation Modeling (PLS-SEM) approach using SmartPLS suggest that distributive justice, procedural justice, and interactional justice play a critical role in lowering the resistance to change through POS, LMX, and RFC, contributing significantly to the theory and practice. Furthermore, this study also discusses recommendations for future research and limitations associated with this research work.

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