scholarly journals NEW PERSPECTIVE ON ORGANIZATIONAL JUSTICE (OJ) AND POSITIVE ORGANIZATIONAL BEHAVIOR (POB): A SYSTEMATIC REVIEW

2020 ◽  
Vol 8 (4) ◽  
pp. 676-692
Author(s):  
Syamsul Hadi ◽  
Supardi
Keyword(s):  
Systematic Review ◽  
Organizational Behavior ◽  
Organizational Justice ◽  
Work Performance ◽  
Organizational Trust ◽  
Positive Organizational Behavior ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
New Perspective ◽  
New Research

Purpose of the study: This paper aims to discover the new perspective of organizational justice (OJ) and positive organizational behavior (POB) using a systematic review. Methodology: This study is based on 5.530 articles from the Digital library ScienceDirect, Proquest, EBSCOhost, JSTOR, Springer. This study uses articles published in 2011 - 2020 relating to OJ and POB with a systematic review method. Findings: Results from new perspectives of organizational justice (OJ) and positive organizational behavior (POB) are explored. Besides, procedural and distributive justice have the highest correlation in POB, followed by interpersonal Justice (IPJ) and informational justice (IFJ). In terms of POB outcomes, organizational commitment has the highest frequency as an OJ outcome, followed by OCB, job satisfaction, organizational trust, work performance, and the most rarely is pay satisfaction. Applications of this study: This paper identifies the configuration of thematic clusters in OJ and POB, the evolution of both fields in determining strategy policy needed, and in placing new research appropriately to avoid getting trapped in the wilderness of science. Novelty/Originality of this study: This is the first paper to jointly analyze clarity of the new perspective and conceptualization of organizational justice (OJ) and positive organizational behavior (POB).

scholarly journals The Influence of Organizational Justice and Positive Organizational Behavior: Systematic Review and Call for Future Research

2020 ◽  
pp. 67-84
Author(s):  
Syamsul Hadi ◽  
Heru Kurnianto Tjahjono ◽  
Zainal Mustafa El Qadri ◽  
Wisnu Prajogo
Keyword(s):  
Systematic Review ◽  
Job Performance ◽  
Organizational Behavior ◽  
Organizational Justice ◽  
Organizational Trust ◽  
Future Research ◽  
Pay Satisfaction ◽  
Positive Organizational Behavior ◽  
Interpersonal Justice ◽  
Informational Justice

This paper aims to focus on research configuration and to create a conceptual framework on the influence of salience oforganizational justice (OJ) dimension and salience of positive organizational behavior (POB) based on 5.530 articles from the Digital library. The method used in this study is a systematic review covering OJ and POB publications from the 2011up to 2019. This is the first paper to jointly analyze the influence of OJ and POB using systematic review method, which may enrich academic discussion. Findings: Distributive and procedural justice has the most weighted of evidence in influencing the salience of positive organizational behavior, followed by interpersonal and informational justice. While the highest sequences of salient outcome include organizational commitment, OCB, job satisfaction, organizational trust, job performance, and pay satisfaction. Interpersonal justice does not affect pay satisfaction, and informational justice only has salient outcome towards OCB, job performance, and pay satisfaction.

Organizational justice and turnover intentions: probing the Pakistani print media sector

2019 ◽  
Vol 7 (2) ◽  
pp. 180-197
Author(s):  
Muzammil Hussain ◽  
Mohammad Saud Khan
Keyword(s):  
Organizational Justice ◽  
Print Media ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Business Environment ◽  
Quantitative Methodology ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
The Impact

Purpose To survive in this competitive era of modern business environment, organizations have to constantly develop, adapt and react to new challenges. Therefore, it is critical for organizations to create a sense of justice and involve their employees in business activities; thereby achieving the organization’s strategic goals. The purpose of this paper is to investigate the impact of organizational justice (OJ) on job turnover behavior of employees within the print media sector of Pakistan. Design/methodology/approach The study employs a quantitative methodology. It uses a sample of 402 employees from the newspaper industry to test hypotheses using regression analysis. Findings Results indicate that perceived distributive justice, procedural justice and informational justice have a negative relationship with turnover intentions of employees (as hypothesized) whereas; interpersonal justice did not result in a significant relationship. Originality/value The present study is one of the first within a Pakistani context in print media sector, aiming to examine the relationship of OJ (addressing all of its dimensions) and “intentions to leave the organization.”

scholarly journals How Upper/Middle Managers' Ethical Leadership Activates Employee Ethical Behavior? The Role of Organizational Justice Perceptions Among Employees

2021 ◽  
Vol 12 ◽  
Author(s):  
Hussam Al Halbusi ◽  
Pablo Ruiz-Palomino ◽  
Pedro Jimenez-Estevez ◽  
Santiago Gutiérrez-Broncano
Keyword(s):  
Organizational Justice ◽  
Ethical Leadership ◽  
Ethical Behavior ◽  
Manufacturing Industry ◽  
Positive Impact ◽  
Interpersonal Justice ◽  
Mediation Effects ◽  
Informational Justice ◽  
Justice Perceptions

Several studies have been conducted on ethical leadership and workplace ethical behavior but little is known about the role of organizational justice and each of its dimensions (procedural, distributive, interpersonal, informational) in this relationship. This study predicts that ethical leadership enhances organizational justice perceptions, including each of its specific dimensions, which in turn enhances employee ethical behavior. The results from two-wave survey data obtained from 270 employees in the Malaysian manufacturing industry confirm that ethical leadership has a positive impact on employee ethical behavior, and that organizational justice and each of its justice dimensions mediate this relationship, both individually and together. Importantly, interpersonal and informational dimensions show the strongest mediation effects. This paper highlights the actions and strategies that can help managers to effectively elevate the moral tone in their organizations. In particular, our findings show where managers must put more emphasis to foster an ethical workplace: on providing fair treatment (interpersonal justice) and honest information (informational justice).

Effect of organizational justice on work engagement with psychological safety as a mediator: Evidence from China

2016 ◽  
Vol 44 (8) ◽  
pp. 1359-1370 ◽  
Author(s):  
Xiaojun Lyu
Keyword(s):  
Organizational Behavior ◽  
Organizational Justice ◽  
Work Engagement ◽  
Eastern China ◽  
Psychological Safety ◽  
Future Research ◽  
Positive Organizational Behavior ◽  
Mediating Role ◽  
The Impact ◽  
Positive Effect

I explored the impact of organizational justice on work engagement, which is a positive organizational behavior construct, and the underlying psychological mechanism. I hypothesized on the basis of a literature review that organizational justice would have a positive effect on work engagement and that psychological safety would act as a mediator. Participants comprised 254 teachers working in compulsory schools in eastern China. The survey was conducted using organizational justice, psychological safety, and work engagement scales. Data analysis showed that the 3 dimensions of organizational justice, namely, distributive, procedural, and interactional, had a positive effect on teachers' work engagement. In addition, psychological safety played a partial mediating role in the association between organizational justice and work engagement. Theoretical and practical implications are discussed, and directions for future research are suggested.

scholarly journals From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

2018 ◽  
Vol 14 (3) ◽  
pp. 554-570 ◽  
Author(s):  
Juan Diego Vaamonde ◽  
Alicia Omar ◽  
Solana Salessi
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Well Being ◽  
Self Report ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Justice Perceptions

Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.

scholarly journals Organizational Justice from the Perspective of Potential Applicants

2018 ◽  
Vol 7 (4.34) ◽  
pp. 153
Author(s):  
Hasnun Anip Bustaman1 ◽  
Abdul Malek A. Tambi
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Empirical Testing ◽  
Interpersonal Justice ◽  
Applicant Attraction ◽  
Informational Justice ◽  
The People ◽  
Recent Advancement

This paper reviews the recent advancement of organizational justice influencing the people from outside organizations, which has been gaining keen attention from scholars lately. Precisely, this paper aims to construe organizational justice with a greater emphasis on the potential applicant attraction. The discussion involved the elementary of four justices encompassing procedural justice, distributive justice, interpersonal justice and informational justice in the eye of potential applicant. Finally, this paper enlarged the conceptuality of study by providing some arguments of appropriate methodology for empirical testing.  

Sign in / Sign up

Export Citation Format

Share Document