scholarly journals The Impact of Affect on Organizational Justice Perceptions: A Test of the Affect Infusion Model

2012 ◽  
Vol 2012 (1) ◽  
pp. 10489
Author(s):  
Yina Mao ◽  
Chi Sum Wong
Keyword(s):  
Organizational Justice ◽  
Justice Perceptions ◽  
Affect Infusion Model ◽  
The Impact

scholarly journals The impact of affect on organizational justice perceptions: A test of the affect infusion model

2016 ◽  
Vol 24 (6) ◽  
pp. 893-916 ◽  
Author(s):  
Yina Mao ◽  
Chi-Sum Wong ◽  
Xiangnan Tao ◽  
Chunyan Jiang
Keyword(s):  
Procedural Justice ◽  
Organizational Justice ◽  
Personal Relevance ◽  
Affective States ◽  
Student Sample ◽  
Group Context ◽  
Justice Perceptions ◽  
Affect Infusion Model ◽  
The Impact

AbstractHow individuals form justice perceptions has been a fundamental question for organizational justice research. While most researchers have treated justice perceptions as a result of deliberate cognitive processes, a limited number of studies have examined the role of affect in forming justice perceptions. Using the affect infusion model, we investigate the predictive role of affect in forming justice perceptions and consider two moderating contextual factors: personal relevance and group context. Two experimental studies, with a student sample and an employee sample, were conducted. Results confirm that participants in positive affective states perceived higher distributive and procedural justice than those in negative affective states. Moreover, personal relevance moderates the relationships between affect and both distributive and procedural justice perceptions, and the relationship is enhanced as the level of personal relevance increases. The results also suggest that group context constrains the influence of an individual participant’s affect on procedural justice.

Exploring the Effects of Organizational Structure Variables on the Organizational Justice Perceptions of Correctional Staff

2021 ◽  
Vol 101 (5) ◽  
pp. 553-574
Author(s):  
Eric G. Lambert ◽  
Emily Berthelot ◽  
Weston Morrow ◽  
Lauren Block ◽  
Nancy Hogan
Keyword(s):  
Decision Making ◽  
Organizational Structure ◽  
Organizational Justice ◽  
Low Cost ◽  
Correctional Facility ◽  
Correctional Staff ◽  
Practical Solution ◽  
Justice Perceptions ◽  
Using Data ◽  
The Impact

Research examining the effect of organizational justice on the correctional environment is typically limited to its consequences on various outcomes. Absent from this body of literature is how perceptions of organizational justice are formed among correctional staff. Filling this void and using data from a Midwestern correctional facility, the current study examines the impact of instrumental communication, integration, formalization, and input into decision-making on the distributive and procedural justice perceptions of correctional staff. With the exception of integration, all organizational structure variables were significantly related to both forms of organizational justice. These findings offer correctional administrators a low cost and practical solution for enhancing organizational justice through organizational structure.

scholarly journals Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator

2016 ◽  
Vol 3 (2) ◽  
pp. 78
Author(s):  
Rezwan Ullah ◽  
Syed Zubair Ahmad ◽  
Sahibzada Yaseen Ahmad
Keyword(s):  
Procedural Justice ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Call Centre ◽  
Informational Justice ◽  
Employee Trust ◽  
Positive Effects ◽  
Justice Perceptions ◽  
The Impact

Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variables of organizational justice perceptions. The effect of different level of organizational justice on organizational citizenship behaviour is a widespread researched topic and explains the importance of organizational justice in an organization. The purpose of this quantitative study is to investigate the impact of employee trust on the relationship between organizational justice and organizational citizenship behaviour in the perspective of call centre industry in Pakistan. The sample size covered 160 employees of different call centres of Islamabad. A total of 38 questions were asked based on a 5 point Likert scale responses. For accurate data processing, SPSS Statistics software package is used for statistical analysis. Regression is used to test the hypothesis. The results show that there is a positive relationship between Organizational Justice and OCB (Accepted), there is a positive relationship between Procedural Justice and OCB (Rejected), there is a positive relationship between Distributional Justice and OCB (Accepted), there is a positive relationship between Interactional Justice and OCB (Accepted) and employee trust does not mediate the associations between Organizational Justice and OCB, which is a positive effects on OCB.

scholarly journals Impact of organizational justice perceptions and transformational leadership role on counter productive work behavior

2019 ◽  
Vol 6 (6) ◽  
pp. 239-243 ◽  
Author(s):  
Ida Ayu Mahesta Yogasari ◽  
I Gusti Ayu Nyoman Budiasih
Keyword(s):  
Transformational Leadership ◽  
Organizational Justice ◽  
Survey Methods ◽  
Interactional Justice ◽  
Counterproductive Work Behavior ◽  
Leadership Role ◽  
Work Behavior ◽  
Primary Data ◽  
Justice Perceptions ◽  
The Impact

This study examines the impact of organizational justice perceptions and transformational leadership role on counterproductive work behavior. The study illustrates that organizational justice (procedural and interactional justice) perception and transformational leadership produces a negative impact on counterproductive work behavior (organizational and interpersonal). The reduction utilizes social exchange theory. Survey methods and purposive sampling methods was conducted by collecting primary data from respondents working as an accounting team member in the Food and Beverage sector of the Badung Regency. The primary data were processed with a multiple linear regression model. Survey results reveal that procedural justice and interactional justice as well as transformational leadership significantly impact counterproductive work behavior (organizational and interpersonal).

scholarly journals Beyond Budgeting – A Fair Alternative for Management Control? - Examining the Relationships between Beyond Budgeting and Organizational Justice Perceptions

2019 ◽  
Vol 14 (2) ◽  
pp. 160-180
Author(s):  
Schmitz Sven Olaf ◽  
Michniuk Agnieszka ◽  
Heupel Thomas
Keyword(s):  
Organizational Justice ◽  
Management Control ◽  
Least Squares Regression ◽  
Interpersonal Justice ◽  
Advantages And Disadvantages ◽  
Knowledge Based ◽  
Unethical Behaviors ◽  
Justice Perceptions ◽  
Core Characteristics ◽  
The Impact

Abstract Since the seminal work of Chris Argyris research has realized that the design of Management Control Systems (MCS) has a significant impact on the social framework of an organization. This influence has been discussed in literature for decades. But there has been no holistic alternative for budget related MCS until the development of Beyond Budgeting (BB). Even though BB proponents claim that BB empowers organizations to become more adaptable, efficient and fair and is able to reduce unethical behaviors, BB has not been adopted by a considerable amount of organizations. One reason for this conservative attitude of organizations might be the lack of a framework that makes it possible to assess the possible advantages of BB for a specific organization. Current research suggests evaluating MCS in terms of their impact on organizational justice perceptions. Building on these new empirical findings, our paper tries to contribute to a better understanding of the potential advantages and disadvantages of BB by assessing the impact of BB characteristics on organizational justice perceptions. After identifying BB core characteristics, these characteristics are assessed regarding their impact on organizational justice perceptions. Partial least squares regression is applied to evaluate the relationship between BB core characteristics and organizational justice perceptions. Our results suggest that applying BB might enhance informational and interpersonal justice perceptions and therefore be beneficial for knowledge-based organizations.

scholarly journals A Study on the Psychological Effect of Organizational Justice Perceptions on Job Satisfaction

2016 ◽  
Vol 3 (2) ◽  
Author(s):  
Ms. Simran Kaur
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Psychological Capital ◽  
Pearson Correlation ◽  
Interactional Justice ◽  
Work Outcomes ◽  
Multiple Regressions ◽  
Justice Perceptions ◽  
The Impact

Employees’ psychological capital has significant influences on his/her behavior in professional and personal life. Employees’ perception about fairness in the organization tends to give rise to various favorable and unfavorable work outcomes. Job satisfaction is an example of such attitudinal variables which have is deeply affected by Organizational Justice Perceptions. Current literature of organizational Justice does not fully explain the mechanism governing the influence of organizational justice on job. This study tries to explain the relationship between organizational justice perceptions, job satisfaction, and Psychological Capital. The main objective of this study was to test the influence of organizational justice on job satisfaction, Psychological Capital. A survey-based methodology, with standardized scales was used. A sample of 218 employees from the Indian Public Sector Undertaking (PSU) was drawn The result obtained from Pearson correlation and stepwise multiple regressions suggest that Distributive Justice is found out to be the strongest predictor of organizational justice perceptions, job satisfaction, and Psychological Capital. It means that if people have favorable distributive justice perceptions, they are also likely to have positive organizational justice perceptions, job satisfaction, and Psychological Capital that has provided the favorable outcomes. Stepwise multiple regressions clearly indicate that various dimensions of Organizational Justice (Distributive, Procedural and Interactional Justice) can significantly predict the dimensions of Job Satisfaction (42.6%), and Psychological Capital (19.7%). The theoretical framework proposed in the paper on job satisfaction, and Psychological Capital; would help the researchers and management people to understand the impact of Perceptions about Organizational Justice in better efficiency of the organization.

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

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