The Role of Perceived Organizational Justice and Job Satisfaction in Municipality Employees' Cyberslacking Behaviors

Based on equity theory, if employees feel a sense of inequity, their organizational justice perceptions and job satisfaction are considered to be affected negatively. As a defense mechanism to undesired consequences, employees may use neutralization techniques, which pave the way for counterproductive work behaviors. Thus, when employees use “claim of relative acceptability,” which can be summarized as “in comparison to many others, my behavior is nothing at all,” in return to any injustice within the organization, the result may occur as a counter-productive work behavior. Cyberslacking, which is defined as the use of the internet for non-work-related purposes during working hours, is considered to be one of these counterproductive work behaviors. The aim of the study is to examine the effect of perceived organizational justice and job satisfaction levels of municipal employees on their cyberslacking behaviors. The results of analyses showed that perceived organizational justice and job satisfaction levels of employees are negatively associated with cyberslacking behaviors.

THE DARK TRIAD AND PERCEPTIONS OF ORGANISATIONAL JUSTICE AMONG TEACHING STAFF IN PRIVATE HIGHER EDUCATION

<p>The main purpose of this study was to examine the relationship between The Dark Triad components (Machiavellianism, Narcissism, and Psychopathy), and perceptions of the different organisational justice dimensions (distributive, procedural, and interactional) among teaching staff in private higher education. The sample included 277 participants (106 male, 171 female) aged 23 to 65. Self-report data were collected online using the Short Dark Triad, and The Organisational Justice Perceptions Questionnaire. Results have shown significant gender differences in the perception of organisational justice. Psychopathy was negatively related to the perception of distributive, procedural, and interactional justice only in men. Narcissism uniquely positively predicted distributive, procedural, and interactional justice in women. Machiavellianism showed no significant effects on perceptions of organisational justice dimensions in both men and women, which suggests that Machiavellianism operates similarly across gender regarding organisational justice. The positive effect of narcissism on the perception of procedural and interactional justice was more pronounced when associated with low Machiavellianism, which indicates that Machiavellianism indirectly negatively affects the perception of organisational justice. The results highlight the importance of including dark traits in explaining the perception of organisational justice.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0950/a.php" alt="Hit counter" /></p>

Changing Perceptions of Macrodistributive Justice in China: A Comparative Analysis Based on CGSS2005 and CGSS2015

We use comparative data from CGSS2005 and CGSS2015 to explore people's changing perceptions of macrodistributive justice in China. Despite the widening income gap, the public's recognition of distribution justice has increased. Significant economic growth has improved people's tolerance for income differentiation and helps to explain the stability of the social structure in China. However, potential benefit differentiation, status changes, intergenerational differences, values and other factors have greatly increased the disequilibrium of justice perceptions.

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

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.

The Predictors of Work-Related Stress: Organizational Justice and Fatalism

The purpose of the current study is to understand the relationship between organizational justice and the effect of the fatalism on work related stress. Although, organizational justice has been found to be a significant predictor of the work related stress in previous studies, fatalism which can be related with work related stress and organizational justice as well, has not been studied before together. In this correlational study, organizational justice, four dimensions of fatalism and job type were considered as predictors and work-related stress was the criterion variable. In total, 100 academics and 66 support staff have participated to this study. Multiple regression analysis with backward elimination was conducted. Results indicated that organizational justice, job type and luck were significant predictors of the work-related stress. While an increase on organizational justice perceptions lowers the work-related stress, luck and work-related stress seem increasing together. Additionally, academic personnel have higher stress levels than support staff. However, superstition, personal control, and predetermination dimensions of the fatalism were not found to be significantly associated with work related stress. Policy improvements were offered in line with the findings and recommendations for future studies were prescribed in discussion.

The relationship between justice perceptions and organizational commitment among alternative work arrangement participants and non-participants

Purpose The purpose of this paper is to examine the effect of auditor alternative work arrangement (AWA) participants’ and non-participants’ perceptions of procedural and distributive justice on organizational commitment. Design/methodology/approach Using survey data from 110 auditors in the USA, this study uses a regression model to explore how AWA participants’ and non-participants’ perceptions of procedural and distributive justice affect organizational commitment. Findings As predicted, results show both participants’ and non-participants’ perceptions of procedural justice significantly affect organizational commitment. However, neither groups’ perceptions of distributive justice significantly affect their organizational commitment. Originality/value Organizational justice literature has shown that procedural and distributive justice influence organizational commitment. However, no study has controlled for AWA participation. The authors extend research by investigating the effects of procedural and distributive justice perceptions on organizational commitment for both participants and non-participants. The authors also extend accounting research that has narrowly examined AWA benefits and drawbacks, support, viability and perceptions of subordinate career success. Furthermore, there is limited AWA auditing research and this study offers a view prior to the COVID-19 pandemic.

A Preliminary Investigation of Social Justice Perceptions Among U.S. Speech-Language Pathologists: Clinical Implications

Purpose The purpose of this survey research is to provide preliminary data regarding speech-language pathologists' (SLPs') perceptions of the role that social justice (SJ) plays in their work. As our professional organizations call us to advocate and communicate with regulatory agencies and legislative bodies to promote quality care for all individuals, this topic has become particularly important at this time. At present, there is a lack of data in peer-reviewed publications within the discipline of communication disorders on SJ and even less regarding the perceptions of SLPs on SJ. Method The survey was sent to American Speech-Language-Hearing Association (ASHA)-certified SLPs, identified by the ASHA ProFind database, across six U.S. geographic regions, including both urban and rural communities. Four themes were explored through the survey: (a) importance of SJ, (b) awareness of SJ, (c) current practices related to SJ, and (d) barriers to SJ implementation. Results The majority of respondents view SJ as important to the profession (91.2%) and value the work of creating equality among groups (96.0%). Many SLPs are actively involved in implementing SJ principles in their own practice by accepting Medicaid (40.7%), engaging in political outreach (55.0%), and providing transdisciplinary educational outreach (77.9%). Identified barriers to incorporating SJ include time (62.7%), resources (65.6%), and finances (70.0%). Conclusions Working for SJ is important to a majority of the respondents, and various efforts are implemented to create equal opportunities for service to clients. Barriers continue to exist that limit the degree to which SLPs can work toward SJ. A list of actions to be considered in order to promote SJ in the field is provided. Supplemental Material https://doi.org/10.23641/asha.16584044