Does Social Comparison Orientation Moderate the Organisational Justice, In-role Performance, Citizenship and Counterproductive Behaviours Relationship?

Badawy, Sahar Mohamed; El-Fekey, Sherine Fathy

doi:10.5539/ijbm.v12n12p181

Cited by 4 publications

(1 citation statement)

References 45 publications

(170 reference statements)

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“…The significance of organisational justice increments in creating nations where assets are constrained and touchy to any adjustment in compensation and rephrases [8], which makes organisational justice a basic factor to look after employees. Organisational justice is viewed as the apparent decency inside an authoritative setting with three measurements that are distributive, procedural and interactional justice [9].…”

Section: Organisational Justicementioning

confidence: 99%

Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

Adollahdin¹,

Hussain²

2019

EBM

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This study investigated organisational justice and employees' engagement's effect towards turnover intention among hospital employees in Malaysia. Primary data was used and obtained through self-administered survey questionnaire distributed manually to 100 respondents. This study developed hypothesis based on past research conducted and the hypothesis was tested to examine the relationship between predictors and the dependent variables. Using one analysis, i.e. Correlation analysis was conducted to ascertain the hypothesis and findings from the analysis revealed a weak positive but reverse significant relationship between predictors and dependent variable. Findings explained that both organisational justice and employees' engagement demonstrated a low significant relationship towards turnover intention. Interestingly, this study found a reversed relationship between predictors and dependant variable. One unit increase in organisational justice resulted in one unit decrease in turnover intention and one unit increase in employee engagement also resulted in one unit decrease in turnover intention. The findings served as one of the important platforms for hospital's management to understand the reasons of employees quitting or changing jobs in the perspective of organisational justice and employees' engagement. Based on the findings, Management may embark on further improvement or enhancement is necessary for hospitals to embrace in reducing the intention to leave among hospital employees in Malaysia.

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Section: Organisational Justicementioning

confidence: 99%

Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

Adollahdin¹,

Hussain²

2019

EBM

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Organizational justice in the hotel industry: revisiting GLOBE from a national culture perspective

Nazarian

Velayati

Foroudi

et al. 2021

IJCHM

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Purpose Despite its significance, national culture is often underrepresented in the hospitality industry. Implementing tools such as the global leadership and organizational behaviour effectiveness (GLOBE), whilst valuable to a considerable extent, might induce false assumptions about the universality of managerial practices for hotels through purposefully ignoring the in-group variations within each cultural cluster. Because employees’ perceptions are deeply rooted in context-specific value systems, this study aims to challenge the tendency to adopt a globalized approach to leadership and management through investigating potential variations in employees’ perceptions in two countries in the south Asian cluster of the GLOBE. Design/methodology/approach Data were collected by using hard-copy and online convenience-sampling techniques from a sample of hotel employees and managers in Iran (392) and India (421). Structural equation modelling using AMOS 22 was adopted to test the hypotheses. Findings Both similarities and differences were observed between the Iranian and Indian contexts. The similarities confirm that GLOBE is correct to place them in the same regional cluster but the differences which relate to perceptions of organizational justice are also revealing. Whilst procedural justice affects organizational factors that influence employee motivation with the Iranian sample, distributive justice has no effect, whereas with the Indian sample these results were the other way around. Practical implications For scholars and practitioners, the authors show that organizational theories and concepts cannot necessarily be transferred from a Western context to other parts of the world without making adjustments for national culture and generalizations cannot even be made within regions of similar culture. For example, this study shows that in Iran organizational justice is perceived differently from how it is perceived in India. Originality/value This study extends the literature about the effect of national culture on the hotel employees’ cognitions and behaviours by shedding light on the divergence between countries within the same regional cluster in the GLOBE classification.

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Applying the Theory of Planned Behavior in Examining the Intention to Improve Corporate Tax Compliance Through Compensation and Counterproductive Work Behavior

Harinurdin,

Safitri,

Kountur

2024

Sage Open

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The interests of the agent (manager) are not always aligned with the interests of the principal. It is possible that the agent will act for himself and not in the best interest of the principal. In deciding the intention to take aggressive tax action, managers will consider the advantages and disadvantages of their actions. One way to limit counterproductive manager behavior is that the principal will pay compensation costs in the form of incentives. This research examines the compliance behavior of taxpayers represented by company managers. The main idea is to analyze various factors that shape taxpayer behavior regarding compensation in tax compliance. This research is based on a survey of managers at companies registered at the Central Tax Service Office in Bandung, West Java. Primary data was analyzed using Structural Equation Modeling (SEM). The research results show empirical evidence that company managers’ intentions toward tax compliance are supported by perception of control behavior and compensation. Counterproductive work behavior mediated by job satisfaction also supports tax compliance. Managers’ behavior toward the interests of utility principals is influenced by the compensation provided and reduces counterproductive work behavior. So that agency conflicts can be reduced and avoided.

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Does Social Comparison Orientation Moderate the Organisational Justice, In-role Performance, Citizenship and Counterproductive Behaviours Relationship?

Cited by 4 publications

References 45 publications

Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

Organizational justice in the hotel industry: revisiting GLOBE from a national culture perspective

Applying the Theory of Planned Behavior in Examining the Intention to Improve Corporate Tax Compliance Through Compensation and Counterproductive Work Behavior

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