Mediating Effect of Social Loafing on the Relationship between Organizational Justice and Organizational Effectiveness in Taekwondo Organizations

2017 ◽  
Vol 67 ◽  
pp. 245-255
Author(s):  
Myoung-Jin Cho ◽  
Sang-Yung Yoon
Keyword(s):  
Organizational Justice ◽  
Organizational Effectiveness ◽  
Mediating Effect ◽  
Social Loafing ◽  
The Relationship

scholarly journals The organizations. Justice, trust and retaliatory attitude: a study in a company in the metal-mechanic sector

2019 ◽  
Vol 34 (62) ◽  
pp. 33-49
Author(s):  
Carla Goergen ◽  
Jandir Pauli ◽  
Priscila Sardi Cerutti ◽  
Marcia Perin
Keyword(s):  
Organizational Justice ◽  
Mediating Effect ◽  
Moderator Effect ◽  
Confirmatory Factor ◽  
Negative Effect ◽  
Managerial Implications ◽  
Factor Regression ◽  
The Relationship ◽  
A Company

The working relationship between individuals and organizations has been based on the perspective of organizational justice due to the need for approaches that go beyond the formal-legal dimension that regulates such relationship. This study aimed to describe the role of employees’ trust in the organization according to the relationship between organizational justice and predisposition to retaliatory attitudes. To accomplish that, a survey was carried out, with 188 employees, chosen by convenience. Data analysis was performed using a confirmatory factor, regression, mediation and moderation in order to test the relationship between organizational justice with the other theoretical model constructs. The hypothesis of the negative effect of justice on the retaliation was confirmed (H1). The indirect mediating effect of organizational trust on justice and predisposition to employees’ retaliatory attitude (H2) and the moderating effect of trust on the relationship between justice and employees’ retaliatory attitude (H3) were also confirmed. The results suggested that employees’ trust in the organization has a mediating and moderator effect on the relationship between justice and employees’ retaliatory attitude. These findings contribute to a better understanding about the effects of justice on the relationship between employees and organizations, indicating objective managerial implications to mitigate the effects of retaliation in these organizations.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

A cross-sectional study of the relationships between organizational justices and OCB

2014 ◽  
Vol 35 (6) ◽  
pp. 530-554 ◽  
Author(s):  
Byoung Kwon Choi ◽  
Hyoung Koo Moon ◽  
Wook Ko ◽  
Kyoung Min Kim
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship Behavior ◽  
Interactional Justice ◽  
Psychological Contracts ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Low Level ◽  
Relational Contract ◽  
The Relationship

Purpose – The purpose of this paper is to test the mediating effect of organizational identification (OI) in the relationship between organizational justice and organizational citizenship behavior (OCB), and also to examine the moderating effects of transactional and relational contracts in the relationship between OI and OCB. Design/methodology/approach – Data were collected from employees working for ten companies in South Korea. The participants were asked with a self-reported survey, and 284 questionnaires were used in the analyses. Findings – Among the three types of organizational justice, the effects of distributive and interactional justice on OCB were mediated by OI. The authors also found that the positive relationship between OI and OCB was stronger for both a low level of transactional and a high level of relational contract. In addition, the moderated mediation analyses confirmed that the indirect relationships between distributive, interactional justice and OCB through OI were valid for both high and low level of transactional contract, and only for low level of relational contract. Practical implications – To facilitate employees’ OCB, organizations have to pay adequate attention to distributive justice which is rather neglected, and also must understand what types of psychological contract employees have. Originality/value – This study intensively explored the internal mechanism as to how the different types of organizational justice lead to OCB by identifying the mediating effect of OI and moderating roles of psychological contracts.

scholarly journals Mediating Role of Dynamic Capabilities on the Relationship between Human Resource Development and Organizational Effectiveness

Organizacija ◽  
2019 ◽  
Vol 52 (3) ◽  
pp. 187-203
Author(s):  
Mohanad Ali Kareem ◽  
Hayder Abdulmohsin Mijbas
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Public Universities ◽  
Dynamic Capabilities ◽  
Resource Development ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

Abstract Background and purpose: The recent literature established that human resource development (HRD) is significantly related to organizational effectiveness (OE). In rapidly changing environments, the organizations should strive to address the shifts in the environment and cope with markets conditions through developing dynamic capabilities, in return, enhance organizational effectiveness. The main purpose of this study is to examine the mediating role of dynamic capabilities on the relationship between human resources development and organizational effectiveness in the Iraqi public universities context. Design/Methodology/Approach: Data were collected through an online questionnaire survey from 215 employees executive and non-executive employees working in the selected public universities in Iraq. Structural equation modeling (SEM) was employed to test the proposed research model. Results: The analyzed data supported all the hypothesized relationships of the study. This study finds that HRD practices have a significant influence on organizational effectiveness and dynamic capabilities. Further, dynamic capabilities significantly influence on organizational effectiveness. Also, the study empirically supports the mediating effect of dynamic capabilities on the relationship between HRD practices and organizational effectiveness. Conclusion: In the literature, there is still a lack of how HRD practices impact on organizational effectiveness through the mechanisms of dynamic capabilities. Therefore, this research contributes to the literature by pointing out the mediating role of dynamic capabilities on the relationship between HRD and organizational effectiveness. Based on the existing literature and empirical results, the study provides the theoretical and practical implications which are further discussed in detail.

scholarly journals Relationship between Organizational Effectiveness and Its Predictors among IT Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 3194-3202
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Research Study ◽  
Research Work ◽  
Mediating Effect ◽  
The Relationship

In modern scenario, human resource practitioners have been showing great concern for assessing the factors enhancing employee’s commitment towards organization. Since, dedicated and devoted employees can only facilitate the organization to attain heights of effectiveness. The current research study was carried out to access the factors enhancing effectiveness of organization along with the mediating effect of organizational commitment. The effect of job satisfaction and organizational climate on effectiveness was assessed considering commitment as a mediating variable. Adjusted structured questionnaires were used for evaluating these variables. 581 respondents from IT sector were approached for collecting the data. SEM was applied for examining the model fitness and mediating effect of commitment on effectiveness. It was revealed that both job satisfaction (β=.18, p=.001) and organizational climate (β=.11, p=.007) were positively associated with effectiveness. When organizational commitment was introduced into the model as mediator it was found that the above mentioned relationships become insignificant. Organization commitment fully mediates the relationship between job satisfaction and effectiveness (β=.01, p=.85) and organizational climate and effectiveness (β=.08, p=.054). This research work has essential implication in decision making by human resource development in IT sector. Proper strategies should be defined by the management for achieving job satisfaction and favourable organizational climate considering the moderating effect of commitment, which finally leads to organizational effectiveness.

scholarly journals THE MEDIATING ROLE OF ETHICAL CLIMATE BETWEEN ORGANIZATIONAL JUSTICE AND STRESS: A CB-SEM ANALYSIS

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Fahad Albejaidi
Keyword(s):  
Data Analysis ◽  
Organizational Justice ◽  
Ethical Climate ◽  
Structural Model ◽  
Measurement Model ◽  
The Body ◽  
Mediating Effect ◽  
Healthcare Organizations ◽  
Cross Sectional ◽  
The Relationship

The aim of the current study was to investigate the mediating effect of an ethical climate on the relationship between organizational justice and workplace stress. The quantitative survey research design was used and cross-sectional data was collected. Structured questionnaires were distributed. The population of the study was nurses from the healthcare professionals working in the healthcare organizations in Qassim region. There are total of 5542 nurses working in different public and private healthcare organizations. Convenience sampling technique was used for selecting sample size. Total 510 completed questionnaires were collected back and used in the study for data analysis. For data analysis, AMOS-SEM was used. Measurement and structural models were developed and tested in the current study. Reliabilities and validities were investigated through the measurement model, while for hypotheses testing structural model was developed. Findings of the study indicated that the scale used in the study was found reliable and valid. Factor loadings, average variance extracted, and construct reliability met the threshold level/standard criteria. The structural model also revealed that ethical climate mediated the relationship between organizational justice and stress. This is the original work and contribution to the body of knowledge by extending the literature on justice, stress, and ethical climate. The presence of justice and ethical climate made it possible for employees to better manage their stress.

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