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The purpose of this paper is to explore the significant predictors that have an impact on cultivating an environment of positive employer–employee relations in power sector organization.

Primary data were gathered by administering a structured questionnaire among 154 respondents (executives and non-executives) of a state-owned power sector of India. Exploratory factor analysis and multiple regression analysis were employed for statistical analysis of the data using SPSS (version 20).

The analysis used a total of 17 independent variables, and only three factors were extracted, namely organizational justice (OJ), employee empowerment (EE) and conflict management (CM), and established as the significant predictors of employee relation (ER). The proposed hypotheses were found to be statistically significant.

This scholarly endeavor provides plausible insights regarding the predictors vital for nurturing harmonious ER in power sector undertakings. It becomes highly imperative for both managers and academicians for developing strategies to cultivate a facilitative work environment to generate contented and competent workforce that can confront the challenging business world.

This work is a distinct manifestation of exhibiting quality relationships among the organizational entities by integrating the association of OJ, EE and CM for flourishing cordial employee relations (ERs) in the new perspective of power sector.

The purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation, organizational justice, dispute resolution and employee empowerment) and PLE (workforce productivity, employee loyalty and employee engagement) model.

A hypothesized research model was developed and validated by using structural equation modeling (AMOS 20). In total, 303 responses were accumulated by administering a structured questionnaire among the employees of a state-owned power sector.

The results revealed that a harmonious climate of employee relations is prevailing in the public power utility. Additionally, the findings suggest that the CODE and PLE model of employee relations are found to be positive and significant by investigating the impact of compensation, organizational justice, dispute resolution and employee empowerment as the predictors; and workforce productivity, employee loyalty and employee engagement as the critical outcomes of employee relations.

The study recommends some plausible insights for practitioners, decision-makers and policy formulators to develop strategies and policies for nurturing congenial employee relations and also to cultivate a facilitative work environment for generating contented and competent manpower.

Validation of CODE and PLE model of employee relations in the new perspective of power sector undertaking is an epoch-making and novel contribution that offers significant empirical evidence to the extant literature. Moreover, the exploration of employer–employee relations in this context is a unique and innovative effort toward existing research.

The purpose of this paper is to examine the impact of organizational justice and conflict management on employee relations (ER) through the mediating role of climate of trust.

This study was conducted with a sample of 331 employees working in a power transmission unit of Odisha. Data were collected by administering a structured questionnaire and analyzed using structural equation modeling (AMOS 20).

The results reveal that climate of trust plays the role of a partial mediator between organizational justice and ER and conflict management and ER. Also, it was found that organizational justice, conflict management and climate of trust are the positive and significant predictors of ER.

The study was confined to a single state-owned power transmission unit of an Indian state, which restricts its generalizability. The research would benefit from exploration in alternative units.

This scholarly work may encourage managers and decision makers to develop trust building climate by focusing on organizational justice and conflict management to flourish an environment of harmonious ER, furthermore to formulate effective strategies for cultivating facilitative work environment to enhance positive attitude among the employees to challenge future goals.

The research is exclusive in determining the influence of organizational justice and conflict management on ER through the mediator of climate of trust in the new perspective of the power sector that provides empirical evidence to the extant literature.