Exploring the Role of Perceived Organizational Justice and Organizational Commitment as Predictors of Job Satisfaction among Employees in the Hospitality Industry

Ghaderi, Zahed; Tabatabaie, Farhad; Khoshkam, Mana; Abadi, Rasoul Shahabi Sorman

doi:10.1080/15256480.2021.1988882

Cited by 17 publications

(6 citation statements)

References 96 publications

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“…Interactional justice refers to how an individual perceives fairness in building relationships with his or her colleagues [17,41,42]. Finally, procedural justice involves whether the process of certain work is transparent and rational from the perspective of the members of certain organizations [42][43][44]. Additionally, many studies have demonstrated the explanatory power of justice theory using three dimensions.…”

Section: Justice Theorymentioning

confidence: 99%

Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers: Using Justice Theory

Jang,

Lee,

Moon

2023

Sustainability

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The purpose of this research is to examine the influential attributes of employees’ attitudes and intentions to stay in the domain of human resources management in a low-cost carrier business. Using justice theory as a theoretical underpinning, financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness were derived. The explained attributes of this research were attitude and intention to stay. This study used a survey and collected data on 233 employees in low-cost carriers as survey participants. To test the hypotheses, this study employed structural equation modeling. The results showed that attitude was positively impacted by financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness. The results also revealed the positive effect of coworker relationships and attitudes on the intention to stay. This study sheds light on the literature by ensuring the explanatory power of justice theory in the area of low-cost carrier business.

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Section: Justice Theorymentioning

confidence: 99%

Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers: Using Justice Theory

Jang,

Lee,

Moon

2023

Sustainability

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“…Autores señalan la significa�va relación e influencia entre la sa�sfacción laboral y la rotación de personal Chang y Busser, 2017). En ese tenor, el incumplimiento de las condiciones de trabajo incide nega�vamente en la sa�sfacción laboral, afectando el estado emocional del empleado que será contagiado a los compañeros de trabajo (Evren y Cakici, 2022;Ghaderi et al, 2021), lo que contribuye a la disminución del CO (Yao et al, 2019). Al respecto, se deja claro que la sa�sfacción laboral no es una condición suficiente para que los empleados generen un sen�miento de permanencia en la empresa (Yao et al, 2019), ya que se observa que los hoteles otorgan mayor atención a los empleados calificados y talentosos, tratando de retenerlos a través del aumento de recompensas de �po económico; sin embargo, esto no siempre se consigue (Alferaih et al, 2018;Asimah, 2018;Mejía et al, 2020).…”

Section: Compromiso Organizacional (Co)unclassified

Responsabilidad social corporativa y compromiso organizacional en la hotelería. Una revisión sistemática y bibliométrica

Reyes Rendón,

Vargas Martínez,

Hernández Sánchez

2024

invest. tur

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La responsabilidad social corporativa (RSC) y el compromiso organizacional (CO) son dos pilares de importancia en el sector hotelero que permiten armonizar la relación entre empleado y empleador, al considerar que las prácticas éticas, sociales, y ambientales de la empresa pueden ser determinantes para aumentar la pertinencia del trabajador hacia la organización. El objetivo de esta investigación es proporcionar una base sólida de conocimiento a través de una revisión sistemática y bibliométrica de literatura sobre la RSC y el CO, que identifique oportunidades para el avance teórico y empírico en el contexto hotelero. Para ello, se siguió un proceso metodológico riguroso y predefinido a partir de la metodología PRISMA, utilizando cuatro etapas para su revisión: identificación, cribado, elegibilidad e inclusión. Los criterios para seleccionar los artículos fueron la pertinencia hacia el objeto de estudio y el periodo de publicación (2017-2022). Se analizaron 123 documentos de 490 artículos de la base de datos Scopus, cuyos resultados identifican un avance en la investigación por parte de autores asiáticos; también se reconocen las principales temáticas de contribución en ambas variables, destacando el bienestar laboral como la categoría más tratada y relevante de los estudios. Se concluye que el estudio de las variables de forma conjunta aún es escaso para el contexto hotelero, por lo que se requiere de un mayor análisis; sobre la RSC se identifica que la comunicación de las prácticas a los grupos de interés internos es insuficiente, y el abordaje de los estudios sobre el CO está orientado hacia su dimensión afectiva.

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“…In situations where distributive injustice is present, employees may perceive that others receive more favorable treatment or rewards despite having similar or even lesser contributions [25]. This perception can evoke feelings of resentment, demotivation, and a diminished sense of commitment to the organization [26]. Distributive injustice can impact various aspects of the workplace, including morale, interpersonal relationships, and the overall organizational culture [27].…”

Section: Distributive Injusticementioning

confidence: 99%

Distributive Injustice and Work Disengagement in the Tourism and Hospitality Industry: Mediating Roles of the Workplace Negative Gossip and Organizational Cynicism

Agina,

Khairy,

Abdel Fatah

et al. 2023

Sustainability

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This study aims to explore how work disengagement (WD) is affected by employees’ perceptions of distributive injustice (DI). It also investigates the mediating roles of workplace negative gossip (WNG) and organizational cynicism (OC). Responses were received from the full-time employees of category (A) travel agencies and five-star hotels operating in Egypt. WarpPLS 7.0 was used to run a PLS-SEM analysis on the 656 valid responses. The results revealed that there is a positive relationship between employees’ perception of distributive injustice and work disengagement level; in addition, there is a positive relationship between perception of distributive injustice and workplace negative gossip and organizational cynicism. Results also reported positive relationships between workplace negative gossip, organizational cynicism, and work disengagement. Furthermore, findings showed that workplace negative gossip and organizational cynicism mediate the relationship between distributive injustice and work disengagement. Some groundbreaking investigations were conducted as part of the research. Research on how DI affects WNG, OC, and WD is still lacking. In terms of contextual significance, an empirical investigation of the relationship between these factors in hotels and travel companies is unavailable. By empirically examining these connections in the context of Egyptian hotels and travel agencies, the current study has filled a gap in the literature on tourism and hospitality, human resources management, and organizational behavior.

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Exploring the Role of Perceived Organizational Justice and Organizational Commitment as Predictors of Job Satisfaction among Employees in the Hospitality Industry

Cited by 17 publications

References 96 publications

Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers: Using Justice Theory

Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers: Using Justice Theory

Responsabilidad social corporativa y compromiso organizacional en la hotelería. Una revisión sistemática y bibliométrica

Distributive Injustice and Work Disengagement in the Tourism and Hospitality Industry: Mediating Roles of the Workplace Negative Gossip and Organizational Cynicism

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