Does organizational justice enhance job performance through high-performance human resource practices?

Zeb, Ali; Rehman, Fazal Ur; Arsalan, Yasin; Khan, Muhammad Usman

doi:10.4995/wpom.15497

Cited by 14 publications

(9 citation statements)

References 93 publications

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“…The results of this study support [49] findings that DJ-directly and indirectly-affects job performance through selective staffing and extensive training as partial mediating, while PJ is found to affect job performance directly and indirectly through incentive as partial mediating. In this perspective, OJ can be interpreted as the teacher's perception of fair treatment in the workplace, which is seen from the DJ, PJ, and IJ aspects.…”

Section: The Influence Of Oj On Epsupporting

confidence: 86%

“…OJ is one factor that needs to be considered as an effort by schools to improve teachers' performance. OJ has to be synergized with high-performance human resource practices to enhance job performance [49]. Aspects of justice have become a major concern for organizations because they can affect the attitudes and behavior of employees at work.…”

Section: The Influence Of Oj On Epmentioning

confidence: 99%

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The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

Hermanto

Srimulyani

2022

Sustainability

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One of the important factors that can affect employee performance (EP) is the employee’s perception of organizational justice (OJ) in the workplace and the employee’s willingness to carry out the employee’s primary role (in the role) optimally and the employee’s willingness to carry out tasks outside the employee’s primary job (extra-role), commonly called organizational citizenship behavior (OCB). OCB is divided into two dimensions: OCB at the individual level (OCBI) and OCB at the organizational level (OCBO). In educational organizations, the OCB of teachers is a strategic matter, so it needs to be a concern for school management if schools want to continue to survive and develop in the era of globalization characterized by changes in a dynamic and competitive environment. OCB from teachers can be said to be a form of teacher gratitude because the school has supported the welfare of teachers a lot, appreciates the contributions of teachers, and feels organizational justice practiced by the school. The respondents to the study were 820 full-time teachers from high schools and vocational high schools spread across several regions in East Java Province and Central Java Province, Indonesia, who were taken using convenient sampling techniques. This study aims to analyze: (1) the effect of OJ on OCBI and OCBO; (2) the direct effects of OJ and indirect effects on EP with OCBI and OCBO as mediation. Data analysis used the structural equation model (SEM) and Sobel test. The results of hypothesis testing show that: (1) OJ can significantly improve OCBI; (2) OJ can significantly improve OCBO; (3) the OJ was found to have a significant positive effect on EP; (4) OCBI can significantly improve EP; (5) OCBO can significantly improve EP; (6) OCBI partially mediates the influence of OJ on EP; (7) OCBO partially mediates the influence of OJ on EP. The results of this study explain the essential aspects of behaviour in the workplace, such as OJ, OCB, and EP, with a particular focus on high schools and vocational high schools in several regions in East Java Province and Central Java Province, Indonesia. The results showed that improving the EP of teachers can be achieved by organizational management through OJ practices in the work environment as well as organizational management efforts in improving the OCB of employees, considering that employees play an essential role in improving organizational performance.

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Section: The Influence Of Oj On Epsupporting

confidence: 86%

Section: The Influence Of Oj On Epmentioning

confidence: 99%

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

Hermanto

Srimulyani

2022

Sustainability

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“…This is an exploratory study therefore PLS-SEM was used to estimate the hypotheses. Previous researchers have also widely used this technique (Farrukh et al, 2019;Rehman et al, 2021;Zeb et al, 2021). PLS-SEM analysis is a two-step process which involves the measurement and structural model.…”

Section: Operationalization Of Constructs For Pls-semmentioning

confidence: 99%

The interplay between supervisor support and job performance: implications of social exchange and social learning theories

Zeb

Goh

Javaid

et al. 2022

JARHE

Self Cite

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PurposeSocial exchange theory and social learning theory are widely employed in many disciplines but there is little application on the intention to leave and job performance among academic staff. Therefore, this study intends to examine the relationships among supervisor support, intention to leave and job performance along with mediating role of self-confidence in a developing context.Design/methodology/approachData were collected through questionnaires from the academic staff of private Pakistani universities. The model was tested using data collected from 295 respondents by using structural equation modeling (SEM) technique.FindingsThe results revealed that supervisor support influenced job performance positively through the mediating role of self-confidence. Conversely, supervisor support influenced intention to leave negatively through the mediating role of self-confidence. In addition, the results also showed the direct effect of supervisor support on employees' job performance and intention to leave.Practical implicationsThe results of this study suggest that the supervisor must provide adequate support to the academic staff, which helps them to develop their self-confidence. In addition, self-confidence is helpful for the employees to improve their job performance and reduce their intention to leave.Originality/valueThe study contributes to theory building in the area of supervisor support by enriching the understanding of the processes carrying the effect of supervisor support on desirable workplace outcomes. In addition, the study also explicates the less understood nature of relationship between supervisor support, job performance, and intention to leave through the mediating role of self-confidence in the Pakistani context.

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“…As per the rules of PLS-SEM authentication, the values of factor loading should be 0.7 or higher, composite reliability 0.7 or greater, and AVE 0.5 or greater (Zeb et al 2021 ; Rehman and Zeb 2023b ) as indicated in Table 2 . The findings show that the concerned outcomes exist in the acceptable range.…”

Section: Resultsmentioning

confidence: 99%

The nexus between circular economy innovation, market competitiveness, and triple bottom lines efficiencies among SMEs: evidence from emerging economies

Rehman,

Gyamfi,

Rasool

et al. 2023

Environ Sci Pollut Res

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Recently, the trend of circular economy innovation (CEI) drive SMEs to initiate more sustainable practices to attain market competitiveness but rare attention has been paid in emerging economies. Hence, this study plans to explore the impacts of CEI on the triple bottom lines (TBL) efficiencies in the light of market competitiveness among the production SMEs in emerging economies. The study complied data by using a survey-based technique in Pakistan, Malaysia, and China. With a sample of 306 for each segment, data were evaluated with PLS-SEM to clarify results. The findings reveal that CEI has positive significant effects on the market competitiveness and TBL efficiencies among the production SMEs in emerging economies. The findings also clarify that market competitiveness mediates the relationship between CEI and the TBL efficiencies. The findings elaborate the theoretical foundations for environmental-based production SMEs to formulate more sustainable strategies in the light of CEI to gain market competitiveness. It also clarifies the understandings of policy makers and environmental regulators by providing a novel precursor to frame the environment-based TBL guidelines for SMEs. It adds to the UN sustainability agenda by elevating the role of CEI as a novel domain among emerging economies grounded on the resource-based view theory.

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Does organizational justice enhance job performance through high-performance human resource practices?

Cited by 14 publications

References 93 publications

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

The interplay between supervisor support and job performance: implications of social exchange and social learning theories

The nexus between circular economy innovation, market competitiveness, and triple bottom lines efficiencies among SMEs: evidence from emerging economies

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