scholarly journals Effect of Islamic Work Ethics on Dimensions of Organizational Justice: A Case of Banks of District Peshawar, KP-Pakistan

2021 ◽  
Vol 5 (1) ◽  
pp. 25-32
Author(s):  
MAAZ UD DIN ◽  
DR.FAISAL KHAN ◽  
DR. MUHAMMAD FAIZAN MALIK
Keyword(s):  
Data Collection ◽  
Business Ethics ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Work Ethics ◽  
Fairness Perceptions ◽  
Justice Perception ◽  
Future Work ◽  
Modern Era

The attention of business ethics from Islamic viewpoint has become more significant for business in this modern era. The aim of this study is to examine the consequence of Islamic work ethics on justice perception among the banks of District Peshawar. The concept of organizational justice integrated three measurements, specifically procedural, interactional and distributive justice. Practicing and Potential Personnel were surveyed and adopted questionnaire was used for data collection tools. The sample was collected from 205 employees from different banks operating in District Peshawar. The result proposed that Islamic work ethics significantly contribute the three levels of fairness perceptions. Furthermore, Islamic work ethics influence dimensions of organizational justice positively. Limitations, implications and suggestions for future work are also discussed in this study.

scholarly journals Hoe gezondheidsbeleid de toewijding van werknemers beïnvloedt

2009 ◽  
Vol 22 (4) ◽  
Author(s):  
Jan Fekke Ybema ◽  
Maartje Bakhuys Roozeboom
Keyword(s):  
Social Support ◽  
Health Policy ◽  
Longitudinal Study ◽  
Data Collection ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Job Resources

How health policy influences the dedication of employees How health policy influences the dedication of employees J.F. Ybema & M. Bakhuys Roozeboom, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 354-370. A longitudinal study with three yearly waves of data collection among 1.013 employees was used to examine whether employers' health policy improved dedication of employees. Furthermore, it was examined whether health policy improved autonomy, social support (from supervisor, from colleagues), and organizational justice (procedural, distributive), and whether health policy affects dedication through these job resources. The results showed that health policy at T1 contributed to higher dedication at T3, corrected for dedication at T1. Moreover, health policy did not improve autonomy, but it led to more social support from supervisor and colleagues and to more procedural and distributive justice at T2, corrected for these job resources at T1. The effects of health policy on dedication were partly mediated by more social support from the supervisor and by higher procedural justice. This means that employers should invest in health policy to improve the job resources and dedication of employees.

PENGARUH KEADILAN KOMPENSASI, KEBIJAKAN ROTASI KARYAWAN DAN KOMITMEN AFEKTIF PADA PERILAKU RETALIASI PNS KANTOR “X” DI YOGYAKARTA

2013 ◽  
Vol 8 (1) ◽  
pp. 15
Author(s):  
Majang Palupi
Keyword(s):  
Distributive Justice ◽  
Organizational Behavior ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Financial Compensation ◽  
Important Concept ◽  
Justice Perception ◽  
Behavior Domain ◽  
Government Institution

This study showed that retaliation behavior is an important concept in organizational behavior domain. However organizational justice perception and affective commitment are important antecedences to explain retaliation phenomena at workplace. Based on social exhange theory, financial compensation and rotation policy are important purposes of most employees related to their reason to affiliate with an organization. This research has done in an Indonesian’s Government institution where the researcher gathered 77 subjects of fulltime employees. Add up the results supported hypothesis partially. In general, the conclusion of this study explained that the distributive justice of rotation policy and affective commitment have strong prediction to employee’s retaliation in workplace. But distributive justice of financial compensation didn’t support hypotheses. The context had explained possibility why the distributive justice of financial compensation didn’t support hypotheses. Keywords: retaliation, distributive justice of financial compensation, distributive justice of employee’s rotation policy and 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.

scholarly journals Organizational Justice and its Impact on Job Satisfaction in Public Sector Universities of Afghanistan

2019 ◽  
Vol 1 (8) ◽  
pp. 71-78
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Data Collection ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Informational Justice ◽  
University Employees ◽  
University Lecturers ◽  
The Impact

The purpose of the present research is to examine the impact oforganizational justice on university lecturers’ job satisfaction. Total 240faculty members were selected as a sample from the four publicuniversities (one from each zone) of Afghanistan. Job satisfaction Scaleand Organizational Justice Scale were used for data collection purposes.The result of the study indicated that majority of the respondents weresatisfied from their respective jobs. Additionally, the findings of the studyreveal that the three facets of organizational justice (distributive justice,interactive justice and informational justice) were the best predictors ofemployees’ job satisfaction whereas the fourth facet procedural justicebeing insignificant is turned down. Overall, the regression modelexplained 29.3% variation in job satisfaction of university employees.

scholarly journals ORGANIZATIONAL JUSTICE AS A PREDICTOR OF CYBERLOAFING: A SURVEY RESEARCH

2020 ◽  
pp. 44-49
Keyword(s):  
Data Collection ◽  
Technological Change ◽  
Organizational Justice ◽  
Service Sector ◽  
Manufacturing Sector ◽  
Interactional Justice ◽  
Total Sample ◽  
Survey Method ◽  
Legal Standards ◽  
Justice Perception

Organizational Justice helps an organization to achieve ethical and legal standards. Organizational Justice means to what extent organization treats employees fairly and equally without bias. Globalization and technological change help organization for fast communication at the same time technological change also create challenges for an organization like cyberloafing. Cyberloafing means unproductive use of technologies at the workplace. The objective of the study is to investigate whether Organization Justice significantly predicts Cyber loafing. The total sample comprised of 276 employees from the manufacturing sector and the service sector. Organizational justice perception scale and Cyberloafing scale as standardized scales used for data collection and the researcher used the survey method. The result shows that distributive justice and interactional justice significantly negatively predict Cyberloafing and Procedural Justice no significantly predict cyberloafing. The finding will implicate in organizations to form polices minimizing cyberloafing behaviour at the workplace.

scholarly journals Pengaruh Keadilan Organisasional terhadap Employee Engagement Dimoderasi Etika Kerja Islam

Telaah Bisnis ◽  
2021 ◽  
Vol 21 (1) ◽  
pp. 1
Author(s):  
Novia Hariani ◽  
Muafi Muafi
Keyword(s):  
Business Ethics ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Interactional Justice ◽  
Significant Positive Effect ◽  
Work Ethics ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

Justice is an important factor in improving employee performance. In its application, companies must apply good business ethics so that the relationship between justice and performance can increase. Several previous studies have discussed the relationship between fairness and performance, but still few have linked it to business ethics, especially Islamic business ethics. This study aims to determine This study aims to determine the effect of organizational justice on employee engagement moderated by Islamic work ethics at Ratu Samban University (UNRAS), Bengkulu. The sampling technique used in this study is the census method, which is taking the entire population as a sample of the study. Based on the number of population then the sample in this study amounted to 80 respondents. The research variables consist of independent variables namely distributive justice, procedural justice and interactional justice, the dependent variable is the Employee Engagement, and the moderation variable is the work ethic of Islam. Data analysis in this study using hirearki regression analysis. The results of this study prove that Distributive Justice has a significant positive effect on Employee Engagement, Procedural Justice has a significant positive effect on Employee Engagement, Interactional Justice has a significant positive effect on Employee Engagement, Islamic Work Ethics moderate the effect of Distributive Justice on Employee Engagement, Islamic Work Ethics moderate the effect of Procedural Justice on Employee Engagement and Islamic Work Ethics  moderate the influence of Interactional Justice on Employee Engagement.

scholarly journals The relationship between subjectivity in managerial performance evaluation and the three dimensions of justice perception

2021 ◽  
Author(s):  
Thuy-Van Tran ◽  
Sinikka Lepistö ◽  
Janne Järvinen
Keyword(s):  
Performance Evaluation ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Subjective Evaluation ◽  
Interactional Justice ◽  
Emerging Economy ◽  
Three Dimensions ◽  
Justice Perception ◽  
Justice Perceptions ◽  
The Relationship

AbstractThis paper examines the relationship between subjectivity in performance evaluation and the three dimensions of justice perceptions in an emerging economy; prior research on this topic has primarily focused solely on the advanced capitalist economies of Western nations. The paper also aims to expand on existing research by focusing on the role of interactional justice perceptions in relation to subjective evaluation (Byrne et al. in Hum Resour Manag J 22(2):129–147; Folger and Cropanzano, in Organizational justice and human resource management, Sage, Thousand Oaks, 1998). Results from a survey of 160 middle managers in Vietnam indicate that subjective evaluation is associated predominantly with negative effects. We found that, in an emerging economy like that of Vietnam, subjective evaluation reduces interactional justice perception, which in turn decreases the perception of procedural and distributive justice. The mediating effects suggest that the reason subjective evaluation influences employee procedural/distributive justice perceptions lies in the interactional justice perceived from supervisors. This research clarifies the effects of subjective evaluation on the dimensions of justice perception and contributes to the literature on performance evaluation and organizational justice in a non-Western context. It also highlights the importance of respect and communication for fairness perception in both theory and practice.

Pengaruh Persepsi Keadilan terhadapKinerja Distributor PT X dengan Ketergantungan sebagai Variabel Moderating

2020 ◽  
Vol 22 (2) ◽  
pp. 268-285
Author(s):  
Icuk Hertanto ◽  
Ade Witoyo
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Total Population ◽  
Interactional Justice ◽  
Market Control ◽  
Eastern Indonesia ◽  
Positive Effect

Abstract: PT. X companies engaged in the national cement productionsector which are the market leaders in Indonesia which control the islandsof Java, Bali, Kalimantan and parts of Eastern Indonesia. The result of thisproduct tends to be a commodity product. So, to maintain market control isto maintain the level of availability of cement products. With suchchallenges, PT. X must maintain good relations with its distribution network.One important factor in maintaining good relations between suppliers andbuyers is the Perception of Organizational Justice that exists in both. Thepurpose of this study was to analyze the effect of perceptions oforganizational justice on the performance of the distributors of PT. X withdependence as moderating variable. This research is a quantitative studywith a total population of all distributors of PT. X. This study concludes thatorganizational justice has a positive effect on distributor performance, andthis influence is not moderated by dependency.Keywords: distributor performance, procedural justice, distributive justice,interactional justice, organizational justice, dependency.

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