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1 – 10 of over 21000Young Ran Joo, Hyoung Koo Moon and Byoung Kwon Choi
The purpose of this paper is to investigate the mediating role of perceived overall justice and the moderating effect of self- and other-centered motives in the relationship…
Abstract
Purpose
The purpose of this paper is to investigate the mediating role of perceived overall justice and the moderating effect of self- and other-centered motives in the relationship between organizational corporate social responsibility (CSR) and organizational attractiveness using a sample of job applicants.
Design/methodology/approach
The hypotheses were tested using a 2-by-2 experimental design and a sample of 376 South Korean University students.
Findings
The results showed that organizational CSR positively influenced job applicants’ perceived overall justice. Moreover, it was found that perceived overall justice mediated the influence of CSR on organizational attractiveness. However, contrary to the hypotheses, the indirect effect of CSR on organizational attractiveness through perceived overall justice was significant only for job applicants who attributed self-centered motives to CSR.
Practical implications
As it was found that job applicants who attributed other-centered motives to organizational CSR had high levels of perceived overall justice regarding organizations, independent of the actual level of engagement in CSR, it is crucial that organizations show sincerity in executing CSR. In addition, small- and medium-sized organizations may not have sufficient resources for CSR, but it is especially crucial for them to focus on CSR activities that are aligned with their business, implement CSR programs consistently, and focus on CSR itself rather than on advertising in order to facilitate, among job applicants, the attribution of other-centered motives to their CSR.
Originality/value
From the perspective of overall justice and attributed motives, this study intensively explores the internal mechanism by which organizational engagement in CSR influences organizational attractiveness among job applicants. In practical terms, this study shows that it is important for organizations to consistently invest in CSR with authenticity, even when CSR activities are insubstantial and doing so may be attributed to self-centered motives. Limitations and directions for future research are discussed.
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Si Hyun Kim, Giacomo Laffranchini and Wonho Jeung
The purpose of this paper is to examine the relationship between supervisor’s overall justice and affective organizational commitment. The authors further study how this…
Abstract
Purpose
The purpose of this paper is to examine the relationship between supervisor’s overall justice and affective organizational commitment. The authors further study how this relationship is moderated by subordinates’ overall justice.
Design/methodology/approach
The authors conducted hierarchical regression analyses on a sample of supervisor–subordinate matched data.
Findings
Supervisors’ overall justice was positively related to supervisors’ affective organizational commitment, and subordinates’ overall justice moderated these relationships.
Research limitations/implications
The main limitation of the study was its cross-sectional nature.
Practical implications
Results emphasized the importance of the interaction between supervisors’ and subordinates’ perceived overall justice, which suggests that employers should focus on treating all individuals fairly in the workplace.
Originality/value
The study contributes to the organizational justice literature by providing empirical evidence using a supervisor–subordinate matched sample, suggesting that overall justice is important to understanding individuals’ affective organizational commitment. Using fairness heuristic theory, the study explores the interaction effect of subordinates’ overall justice on the relationship between supervisors’ overall justice and affective organizational commitment.
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Jurgita Lazauskaite-Zabielske, Ieva Urbanaviciute and Hans De Witte
Considering the adverse outcomes that job insecurity might have on employees and organizations (De Witte et al., 2016), this study aims to test the role of perceived justice in…
Abstract
Purpose
Considering the adverse outcomes that job insecurity might have on employees and organizations (De Witte et al., 2016), this study aims to test the role of perceived justice in preventing job insecurity from occurring. Relying on social information processing theory (Salancik and Pfeffer, 1978) and fairness heuristic theory (Lind, 2001), the authors analyze both an assessment of the extent to which the person is treated fairly by the organization (i.e. self-focused justice) and an individual's evaluation of the extent to which the person's co-workers are treated fairly (i.e. other-focused justice). The authors expect other-focused and self-focused justice to be negatively related to job insecurity.
Design/methodology/approach
The hypotheses were tested using cross-lagged structural equation modelling based on two-wave data from 126 employees working in a public sector organization undergoing structural changes.
Findings
The study results revealed that other-focused overall justice but not self-focused overall justice predicted lower job insecurity one year later. Moreover, other-focused overall justice did have a cross-lagged effect on self-focused overall justice.
Originality/value
By investigating the relationship between other- and self-focused overall justice and job insecurity over time, this study provides solid evidence into so far neglected longitudinal relationships between justice and insecurity. The results show that in the context of organizational changes, other-focused overall justice predicted lower job insecurity as well as higher self-focused overall justice one year later.
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Amrul Asraf Mohd-Any, Dilip S. Mutum, Ezlika M. Ghazali and Lokmanulhakim Mohamed-Zulkifli
The purpose of this paper is to investigate the importance of successful service recovery in the airline sector by examining the interrelationship between perceived justice…
Abstract
Purpose
The purpose of this paper is to investigate the importance of successful service recovery in the airline sector by examining the interrelationship between perceived justice, recovery satisfaction and overall satisfaction, customer trust and customer loyalty. Furthermore, the research assesses the mediating effect of overall satisfaction and customer trust on customer loyalty.
Design/methodology/approach
Data were collected via an airport intercept survey of Malaysia Airlines passengers who had experienced service failure. In total, 380 responses were used for the final analysis. The study uses partial least squares structural equation modelling technique with SmartPLS 3.0, in order to test and validate the research model and hypotheses posited.
Findings
The results reveal that: recovery satisfaction is significantly affected by procedural and interactional justice; distributive and procedural justice, as well as recovery satisfaction influenced overall satisfaction; customer trust is most influenced by interactional justice, distributive justice and recovery satisfaction; customer loyalty is positively affected by customer trust, overall satisfaction and recovery satisfaction; and the influence amongst recovery satisfaction and customer loyalty is partially mediated by customer trust and overall satisfaction.
Originality/value
The study contributes to a whole conceptual comprehension of the essential determinants of customer loyalty from the combined perspectives of three theories, namely, justice theory, expectancy disconfirmation theory and commitment-trust theory. This study successfully differentiates the three dimensions of perceived justice and assesses them individually to discern and compare their influence on overall satisfaction, recovery satisfaction and trust. In addition, the study finds that the influence of recovery satisfaction on loyalty is partially and sequentially mediated by trust and overall satisfaction.
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Jurgita Lazauskaite-Zabielske, Ieva Urbanaviciute, Tinne Vander Elst and Hans De Witte
Using the framework of fairness heuristic theory and social exchange theory, the purpose of this paper is to explore the mediating role of perceived overall justice in the…
Abstract
Purpose
Using the framework of fairness heuristic theory and social exchange theory, the purpose of this paper is to explore the mediating role of perceived overall justice in the relationship between qualitative job insecurity and attitudinal outcomes. In line with both theories, job insecurity is hypothesized to negatively relate to perceived overall organization-focused justice that subsequently relates to employees’ attitudes toward the organization.
Design/methodology/approach
A total of 291 white-collar employees were surveyed. Structural equation modeling was used to analyze the data.
Findings
Overall justice was found to mediate the association between qualitative job insecurity and affective commitment, turnover intention and satisfaction with the organization.
Originality/value
The study is the first study to highlight the explanatory role of overall organization-focused justice (in contrast to the justice types) in the qualitative job insecurity–outcomes relationship.
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Gizem Karaca, Cem Tanova and Korhan Gokmenoglu
This study aims to explore how shared values improve eudaimonic workplace well-being, the fulfillment that comes from personal development and the utilization of personal…
Abstract
Purpose
This study aims to explore how shared values improve eudaimonic workplace well-being, the fulfillment that comes from personal development and the utilization of personal capabilities. The authors investigate the serial mediating role that perceived overall justice and emotional exhaustion play in how shared values relate to well-being.
Design/methodology/approach
Using data collected from three hundred nurses in Turkish healthcare institutions during the COVID-19 pandemic (Male = 113, Female = 187). The age of participants ranged from 19 to 58 and the average age was 34. The snowball sampling method was used to form the sample and self-administered surveys that could be completed online were delivered to the sampled nurses.
Findings
The authors analysis using partial least square structural equation modeling (PLS-SEM) supported the expected relationship between shared values and eudaimonic workplace well-being as well as the mediating role of perceived overall justice and emotional exhaustion. The authors also show a serial mediation where shared values are related to justice perceptions which in turn negatively relate to emotional exhaustion which subsequently relates to higher levels of eudaimonic workplace well-being.
Originality/value
The results of this study suggest that when the shared values between the healthcare institution and the employees are aligned, the eudaimonic well-being of employees is higher. The findings provide implications for the mental health of frontline employees in health organizations to have higher levels of eudaimonic well-being which is especially important in times of intense pressure such as the period during the COVID-19 pandemic.
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Wen Xing, Ping Yu Hsu, Yu-Wei Chang and Wen-Lung Shiau
The purpose of this paper is to investigate factors that influence the patients’ intentions to visit doctors face-to-face for consultations from the perspective of online…
Abstract
Purpose
The purpose of this paper is to investigate factors that influence the patients’ intentions to visit doctors face-to-face for consultations from the perspective of online doctor–patient interaction. Justice theory, SERVQUAL and the halo effect are integrated to develop a research model based on the performance-evaluation-outcome framework. The authors hypothesize that perceived justice and service quality are the significant factors in reflecting the performance of online doctor–patient interaction, which influences patient satisfaction evaluation and online and offline behavioral intentions.
Design/methodology/approach
The study conducted an online survey to collect data. Patients on a healthcare consulting website were invited to participate in the survey. The research model and hypotheses were tested with 254 collected data from patients and analyzed using the partial least squares method.
Findings
The results show that perceived justice and service quality have a positive effect on patient satisfaction, and satisfaction and the intention of online consultation have a positive effect on the intention of face-to-face consultation.
Practical implications
This study offers suggestions on how doctors interact with patients and build their brand image. The findings also offer effective insights into improving doctors’ online services to retain patients and even encourage patients to go to clinics.
Originality/value
Online health consultation is one of the most popular online health services and is growing quickly. After patients consult online doctors, they are able to visit their doctors in person for further diagnosis and treatment if they have the need. This study investigates how patients’ online interactive experience influences their offline behavioral intentions, which are different from most of the past literature on eHealth.
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Elodie Arnéguy, Marc Ohana and Florence Stinglhamber
Although justice perceptions have been proven to be a critical determinant of readiness for change (RFC), research is still needed to investigate which source(s) of justice…
Abstract
Purpose
Although justice perceptions have been proven to be a critical determinant of readiness for change (RFC), research is still needed to investigate which source(s) of justice fosters employee's preparedness to face change within his/her organization. The aim of this study is to examine the simultaneous influence of three sources of justice, namely the organization, the supervisor and the coworkers, on RFC through perceived organizational support, perceived supervisor support and perceived coworker support, respectively.
Design/methodology/approach
Three different sets of data were collected from employees in the United States and in Europe. Path analyses were performed to test the hypotheses.
Findings
The results indicated that perceived organizational support mediates the relationship between organizational justice and RFC. Conversely, however, the effect of supervisory justice and coworkers justice on RFC was not mediated by perceived supervisor support and perceived coworker support.
Originality/value
This study is the first to examine the simultaneous influence of organizational, supervisory and coworkers justice on RFC. In doing so, it highlights the need to consider justice stemming from the organization as a priority when considering implementing an organizational change, as opposed to justice emanating from the supervisor and coworkers. In addition, this study responds to long-standing calls for the simultaneous examination of multiple sources of justice and the exploration of the largely neglected role of justice stemming from coworkers.
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Elodie Arnéguy, Marc Ohana and Florence Stinglhamber
The purpose of this paper is to investigate the mechanisms and the conditions under which experiencing organizational justice fosters employees' readiness for change. First, this…
Abstract
Purpose
The purpose of this paper is to investigate the mechanisms and the conditions under which experiencing organizational justice fosters employees' readiness for change. First, this study tests the mediating role of perceived organizational support between overall justice and readiness for change. Second, it examines whether perceived organizational competence moderates this indirect positive effect.
Design/methodology/approach
Data were collected from US employees (N = 230) facing organizational change. Confirmatory factor analyses were performed to test the measurement model. Moderated mediation analyses, based on Hayes' (2013) method, were used to examine the hypotheses.
Findings
Overall, the findings support the hypotheses. Justice influences readiness for change through perceived organizational support only for employees who perceive their organization as highly competent.
Originality/value
While a few studies have shown that justice fosters readiness for change, little attention has been paid to the mechanisms and conditions under which justice affects readiness for change. In addition, this research highlights in particular the importance of considering how employees assess the “can do” characteristic of their company in the context of organizational change.
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Mirella Yani-de-Soriano, Paul H.P. Hanel, Rosario Vazquez-Carrasco, Jesús Cambra-Fierro, Alan Wilson and Edgar Centeno
The purpose of this paper is, first, to identify the relationship, if any, between customers’ perceptions of justice (functional element) and employee effort (symbolic element…
Abstract
Purpose
The purpose of this paper is, first, to identify the relationship, if any, between customers’ perceptions of justice (functional element) and employee effort (symbolic element) and their effects on satisfaction and loyalty in the context of service recovery and, second, to determine the impact of cross-cultural differences on these relationships.
Design/methodology/approach
Survey data from actual customers were gathered in three countries (n = 414) and analyzed using structural equation modeling to test the proposed hypotheses.
Findings
The results demonstrate the role of the constructs of perceived employee effort and perceived justice in influencing post-recovery satisfaction and loyalty across cultures. While perceived justice is valued across cultures, customers from feminine (masculine) cultures require more (less) employee effort to influence post-recovery satisfaction positively. Customers from low (high) uncertainty cultures are more (less) willing to give the provider another chance after a service recovery.
Research limitations/implications
The study shows that both functional and symbolic elements of service recovery are important determinants of customer satisfaction and loyalty and that their influence can be significant in a cross-cultural context.
Practical implications
International service managers must consider the nature of cultural differences in their markets to develop and implement tailored recovery strategies that can result in satisfied customers.
Originality/value
This study is the first to integrate the functional and symbolic elements of service recovery, their impact on customers’ behavioral responses and the influence of cultural variations.
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