Justice for the Crowd: Organizational Justice and Turnover in Crowd-Based Labor

Song, Xiaochuan; Lowman, Graham H.; Harms, Peter D.

doi:10.3390/admsci10040093

Cited by 10 publications

(5 citation statements)

References 137 publications

(183 reference statements)

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“…Airbnb's case highlights the importance of organizational justice, a concept concerning employee perceptions of fairness in the workplace [47,48]. Previous research has shown that fairness is crucial for several reasons [48][49][50][51]. Firstly, fair decision implementation by supervisors leads to greater organizational commitment and improved performance among employees (e.g., [52]).…”

Section: Organizational Justice and Surviving Employeesmentioning

confidence: 99%

The Experiences of Layoff Survivors: Navigating Organizational Justice in Times of Crisis

Lee,

Hong,

Shin

et al. 2023

Sustainability

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This study explores the impact of COVID-19 layoffs on surviving employees’ perceptions at Airbnb, a key player in the hospitality industry, during the global pandemic. The crisis brought organizational justice into sharp focus, raising questions about fairness, employee satisfaction, and trust in management. Utilizing an interpretivist approach, we conducted fifteen semi-structured interviews with Airbnb employees who survived the layoffs. Accompanied by a comprehensive literature review, our analysis delved into the challenges these employees encountered. The thematic analysis uncovered insights into organizational justice dimensions—distributive, procedural, interactive, and informational—and their role in shaping fairness perceptions and employee outcomes. Findings reveal that despite challenging circumstances, empathetic and proactive practices like regular check-ins and transparent communication significantly helped maintain fairness perceptions among survivors. This counters the common belief that layoffs invariably diminish justice perceptions. Our study demonstrates that negative impacts can be effectively mitigated through thoughtful organizational practices. In conclusion, the research underscores the importance of organizational justice during crisis-induced layoffs. It advocates for maintaining fairness and transparency to preserve employee trust and satisfaction, which are vital for organizational resilience and sustainability. This study enriches the literature on organizational justice and crisis management, providing valuable insights for businesses in similar situations.

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Section: Organizational Justice and Surviving Employeesmentioning

confidence: 99%

The Experiences of Layoff Survivors: Navigating Organizational Justice in Times of Crisis

Lee,

Hong,

Shin

et al. 2023

Sustainability

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“…The principle of distributive justice (DJ) relates to the fairness of resource and reward allocation decisions within an entity (Greenberg, 1990;Song et al, 2020). Employees are more likely to remain with an organisation when they see how the organisation distributes its resources, such as benefits, payments, and duties, equally among employees (Mengstie, 2020).…”

Section: Distributive Justice (Dj) and Intention To Stay (Its)mentioning

confidence: 99%

Impact of Organisational Justice on Employees’ Intention to Stay: A Study on Private Commercial Banks of Bangladesh

Baset¹

2023

BJBE

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The study aims to look at how organizational justice (OJ) and its four components affect bankers' intentions to stay (ITS), so that the administration of Bangladeshi banks can focus on increasing the capacity to retain competent and experienced individuals over time. Methodology: This study uses a convenience sampling method, and a sample of 181 bankers, in which all of the questionnaire items are graded on a 5-point Likert scale. With the use of correlation, regression, and ANOVA, SPSS version 25 is used to evaluate data. Findings: OJ and its four dimensions have been discovered to have a major impact on ITS. The findings show that bankers are required to reciprocate with a good attitude if they perceive their organisation and management treat them similarly, equitably, fairly, and rationally. Practical Implications: This research has substantial practical consequences for Bangladesh's banking sector. Top-level management should adopt policies and processes to institutionalize OJ for all four groups, which will probably result in a rise in the ITS of bankers inside their organisations. Originality/Value: Little emphasis has been made on the four characteristics of OJ and their impact on ITS. Furthermore, the effect of OJ on ITS appears to be understudied in Bangladesh. To close this gap, the research will examine the role of OJ in fostering employees' ITS in Bangladesh's banking sector. Limitations: Significant study limitations include the convenience sample method used to obtain data, limited sample size and a focus on a specific area.

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“…Further, this means that, workplaces and an increasing awareness that the working standards in the firms may no longer reflect best practice, and it may no longer be necessary to classify employees. The findings of a number of commonly investigated attitudes and perceptions have been inconsistent, and important moderators have been identified Longley, 2020;Odendaal, 2000;Rahman & Valentine, 2021;Song et al, 2020).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

The art of gamifying digital gig workers: a theoretical assessment of evaluating engagement and motivation

Pereira

Behl

Jayawardena

et al. 2022

Production Planning & Control

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The COVID-19 global pandemic has transformed work and employment patterns within organizations. Two key emerging trends visible at the organization level are as follows. First, employees being asked to leave (which has mostly been seen within the aviation, hospitality, and travel industries) and second, employees asking to work part-time or on a contractual basis (e.g., within the education and healthcare sectors). This so-called 'new normal' has also given rise to an unprecedented increase and diffusion of digital workforces being engaged either full or part time within organizations. Thus, through our study, we aimed to contribute from a theoretical standpoint by exploring this phenomenon through the lenses of swift trust theory (STT) and psychological contract theory (PCT). Our goal was to understand how firms use gamification to engage their digital gig workforce. We collected our data from organizations that used some form of gamification in the process of engaging their employees and extended our inquiry to understand whether they did the same in engaging their gig workforces. We restricted our data to only those firms that had engaged white-collar gig workers. Overall, our study contributes to the literature by extending the theoretical debate pertaining to the use of STT and PCT theory to understand the phenomenon of digital gig workforce engagement and productivity.

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Justice for the Crowd: Organizational Justice and Turnover in Crowd-Based Labor

Cited by 10 publications

References 137 publications

The Experiences of Layoff Survivors: Navigating Organizational Justice in Times of Crisis

The Experiences of Layoff Survivors: Navigating Organizational Justice in Times of Crisis

Impact of Organisational Justice on Employees’ Intention to Stay: A Study on Private Commercial Banks of Bangladesh

The art of gamifying digital gig workers: a theoretical assessment of evaluating engagement and motivation

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