Organizational justice and employee in-role performance nexus: a dual theory perspective

Hyder, Shabir; Malik, Muhammad Imran; Hussain, Saddam; Tasneem, Memoona; Kaleem, Muhammad; Saqib, Adeel

doi:10.1080/23311975.2022.2124602

Cited by 10 publications

(6 citation statements)

References 44 publications

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“…Adams (1965) and Greenberg (1988) found that the job performance of employees decreased when employees perceived themselves to be receiving inequitable outcomes in the workplace. Recent research has also reported that employees' perceptions of fairness at work result in enhanced in-role performance (Hyder et al, 2022;Swalhi et al, 2017). The research presented here suggests that at some level, the perceptions of (un)fairness that employees hold of their workplace influence their job performance.…”

Section: Introduction and Contextualisationmentioning

confidence: 50%

BBBEE fairness perceptions and job performance: The role of leadership styles and psychological availability

Mabitsela,

Geldenhuys,

Łaba

2024

SA Journal of Industrial Psychology

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Orientation: Studies suggest that employees fairness perceptions of the workplace are positively linked to job performance. Employees associate perceptions of fairness in the workplace with transformational and transactional leaders. It is important to recognise that employees’ personal resources can be compromised when they perceive a lack of fairness in the workplace.Research purpose: This study investigated the role of leadership styles and psychological availability on the relationship between fairness perceptions of Broad-Based Black Economic Empowerment (BBBEE) and job performance of employees, within the South African work setting.Motivation for the study: Little is known about the association between the fairness perceptions of BBBEE and job performance. Also, less is known about the mediating variables that can influence this relationship.Research approach/design and method: A quantitative cross-sectional design was employed. Convenience sampling yielded 300 participants from whom data were collected.Main findings: The results showed that the perceived fairness of BBBEE had an indirect relationship with job performance by means of transactional leadership styles and psychological availability.Practical/managerial implications: Achieving optimal job performance from this group of employees hinges on transactional leaders satisfying the needs of employees in return for employees meeting agreed-upon obligations. Furthermore leaders need to monitor the extent to which employees are psychologically available at work.Contribution/value-add: The Job Demands-Resources (JD-R) model was extended to demonstrate the impact that fairness perceptions of BBBEE have on organisational behaviour. The study also revealed that the fairness perceptions of BBBEE affect job performance through transactional leadership styles and psychological availability.

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Section: Introduction and Contextualisationmentioning

confidence: 50%

BBBEE fairness perceptions and job performance: The role of leadership styles and psychological availability

Mabitsela,

Geldenhuys,

Łaba

2024

SA Journal of Industrial Psychology

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“…Employee performance is a person's activity in carrying out the tasks and principles assigned to him (Phuong, 2018). Referring to this view, it can be interpreted that a person's performance is related to the routine tasks he does (Hyder et al, 2022). For example, as a nurse, the routine task is nursing care for patients in the hospital.…”

Section: Employee Performancementioning

confidence: 99%

Literature Review: Study of the Effect of Distributive Justice on Employee Performance

Rahma,

Tjahjono,

Rahayu

2024

AJMA

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This paper aims to identify research trends on distributive justice on employee performance globally. The method used in this study is qualitative research with a bibliometric analysis. As for the data found, 107 documents were obtained and analyzed from 2014-2023. This dataset was converted to CSV format and for Bibliometrix in the analysis using VOSviewer. The study included publication distribution year, country, keywords, and authors. This study shows that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 and 2022 are the years with the highest number of research publications in the distributive justice and employee performance theme. The United States, with 28 documents, is considered the country that contributes the most to publications in this study. The study focuses on the influence of autonomous motivation on workplace performance, further emphasizing the importance of employee engagement and distributive justice. The results can help scholars quickly understand the distributive justice to employee performance research. The paper also provides an alternative approach to conducting a literature review with computer-aided analysis programs.

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“…These results align with existing research that has consistently shown a strong link between organizational policies and employee satisfaction, with the current findings reinforcing this association within the context of a hospital setting 14 . Based on the problems that occur in the field, it is known that there are employees who complain about the injustice of hospital management in providing organizational policies to their employees, such as policies in providing education and training activities and policies related to career promotion 15 .…”

Section: Organization Policymentioning

confidence: 99%

Impact of Policies and Supervision on Health Worker Satisfaction at Bahteramas Hospital

Risky,

Ardiansyah,

Firmansyah

2023

JIK

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Providing quality services is inseparable from human resources that produce good performance and achievement. One of the factors related to the performance or work performance of nurses is the low satisfaction of a person with their job. Currently, it is known that the main problem that often arises in human resource management is how to find the best way to achieve employee job satisfaction. Employee complaints about supervision that is very rarely carried out. This makes employees feel that their work is not supervised. This study aims to study the relationship between organizational policies and supervision with the satisfaction of health workers in the BLUD inpatient room of Bahteramas Hospital. This research is a quantitative study with a cross-sectional study approach, and research was conducted on February 2023 in the inpatient room of Bahteramas Hospital. The population in this study were all health workers who worked in the BLUD inpatient room of Bahteramas Hospital, totaling 213 people with a sample of 139 respondents. Data analysis was carried out computerized using the SPSS version 25.0 program, to analyze the relationship between the independent and dependent variables together, the Logistic Regression test was used. Results of the analysis show that all variables that have a probability value (p-value) <0.05 include organizational policies (p=0.141), and supervision (p=0.032). These results indicate that the supervision variable has a significant relationship. Meanwhile, the organizational policy variable does not have a significant relationship with the satisfaction of health workers in the BLUD Inpatient Room of Bahteramas Hospital. There is a moderate relationship between organizational policies and supervision with the satisfaction of health workers in the BLUD Inpatient Room of Bahteramas Hospital.

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Organizational justice and employee in-role performance nexus: a dual theory perspective

Cited by 10 publications

References 44 publications

BBBEE fairness perceptions and job performance: The role of leadership styles and psychological availability

BBBEE fairness perceptions and job performance: The role of leadership styles and psychological availability

Literature Review: Study of the Effect of Distributive Justice on Employee Performance

Impact of Policies and Supervision on Health Worker Satisfaction at Bahteramas Hospital

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