Examining employees’ behavioural outcomes within the context of organisational justice

Waribo, Young; Akintayo, D. I.; Osibanjo, Adewale Omotayo; Imhonopi, David; Ibidunni, Ayodotun Stephen; Fadeyi, Olatunji

doi:10.1080/21582041.2020.1733646

Cited by 6 publications

(8 citation statements)

References 35 publications

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“…Participants who perceived their organisation's systems to be ethical, consistent, precise and devoid of potential discrimination seemed to perceive a higher level of overall employee commitment, show psychological attachment and express sentiments to stay or extend their stay with the employing organisation. These findings are consistent with those of Waribo et al (2020), who reported that employees' perceptions of the fairness processes in the organisation related positively with their perceptions of employee commitment. In a similar study, Turgut, Tokmak and Gucel (2012) stated that fairness plays an important role in employee evaluation of the workplace environment.…”

Section: Relationship Between Organisational Justice and Employee Com...supporting

confidence: 91%

Transformational leadership influences on organisational justice and employee commitment in a customer service organisation

Khuzwayo

Flotman

Mitonga-Monga

2022

SA Journal of Industrial Psychology

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The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation. Motivation for the study:The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment.Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation. Main findings:The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment.Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace. Contribution/value-add:This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions.

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Section: Relationship Between Organisational Justice and Employee Com...supporting

confidence: 91%

Transformational leadership influences on organisational justice and employee commitment in a customer service organisation

Khuzwayo

Flotman

Mitonga-Monga

2022

SA Journal of Industrial Psychology

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“…This PSR, in turn, is associated with the purchase intentions of followers. In contrast, the earlier study byYuan and Lou (2020) suggested that only distributive and informational fairness indirectly influence the product interest via PSR.The findings of this study are also in line with the findings of earlier studies conducted byWaribo et al (2020) that all four dimensions of fairness significantly positively influence employee behaviour outcomes via employee perception. Moreover, the study conducted byHan et al (2019) suggested that distributive, procedural, and interpersonal fairness significantly positively influence customer satisfaction via customer psychological empowerment.…”

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confidence: 90%

How do social media influencers inspire consumers' purchase decisions? The mediating role of parasocial relationships

Ashraf

Hameed

Saeed

2023

Int J Consumer Studies

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In recent years, social media influencers (SMIs) have become part of the strategic communication of firms because the traditional form of mass media communication is losing its effectiveness. Thus, it is imperative to study the effects of communication through SMIs on marketing outcomes, such as purchase intentions. Based on the fairness dimensions, that is, information, distributive, interpersonal, and procedural, and dimensions of source credibility, that is, attractiveness, expertise, trustworthiness, and similarity, this research investigated how technology‐oriented SMIs (T‐SMIs) foster parasocial relationships (PSRs) with followers. Purposive sampling was employed to collect data from 506 active social media users. Data were analysed through IBM AMOS and SPSS 26. The results of the study suggested that attractiveness, expertise, trustworthiness, similarity, interpersonal, procedural, and information fairness are positively related to fostering PSR with followers. In contrast, distributive fairness does not strengthen PSR with followers; furthermore, the study findings suggested an indirect positive influence of attractiveness, expertise, trustworthiness, similarity, interpersonal, procedural, and information fairness on the purchase intentions of consumers via PSR. This study is useful for academia and industry since it fills important gaps in the literature and provides recommendations to brand managers of technology companies about selecting appropriate SMIs for the endorsement of their brands.

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“…Continuing with this theme, Waribo et al (2020) highlights the positive influence of organisational justice on employee satisfaction, commitment and engagement in the Nigerian public sector. The authors link the six dimensions of organisational justicedistributive, procedural, interpersonal, informational, spatial and temporalto employees' perceptions of fairness in the organisation.…”

Section: Employee Reactions To Changementioning

confidence: 84%

Changing world, changing work

Lord

2020

Contemporary Social Science

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Contemporary debates on the world of work have long centred on the precariousness of the global workforce, and situations such as the COVID-19 pandemic have only brought into sharper focus the issues facing those who seek employment. Globally, the characteristics of insecure work pervade economic and social settings creating a weakened fabric of labour. Those weak threads are further unravelled by the concurrent rise of technology and digitalisation, changing both the jobs and how they are performed. As different countries have adopted variant practices at different speeds, each society has undergone its own revolution, bringing to the fore crucial cultural, economic, and political questions. While labour patterns are situated in, and thus contingent on, the countervailing responses to those questions, broader thematic lessons can be learned from each society. This themed issue thus brings together papers from several countries and sectors, from exploring the impact of the financial crisis on job security in Germany and US, to the potential impact of the 4th Industrial Revolution in South Africa, these papers circumnavigate the world. Yet despite the heterogeneity of the labour markets, the papers all shine light on the potential precariousness of the workforce and, crucially, the workforce's response to them.

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Examining employees’ behavioural outcomes within the context of organisational justice

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Cited by 6 publications

References 35 publications

Transformational leadership influences on organisational justice and employee commitment in a customer service organisation

Transformational leadership influences on organisational justice and employee commitment in a customer service organisation

How do social media influencers inspire consumers' purchase decisions? The mediating role of parasocial relationships

Changing world, changing work

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