Procedural justice as mediator between participation in decision‐making and organization citizenship behavior

Abstract

This article examines the relationship among participation in decision-making, employee's perceptions of procedural justice and employee citizenship behavior. An employee's perceptions of procedural justice is proposed to mediate the relationship between participation in decisionmaking and employee citizenship behavior. Data from 266 employees from 12 Kuwait business organizations indicate that: (1) participation in decision-making is positively related to procedural justice perceptions, and (2) procedural justice perceptions mediate the relationship between participation in decision-making and one of two organizational citizenship behavior dimensions.

Association between Organizational Citizenship Behavior and Educational Performance of Faculty Members in Tabriz University of Medical Sciences- 2014

“…In other words, people are not obliged to do such behaviors and doing such behavior reflects a sense of altruism and commitment of employees to the organization. 13,14 A significant relationship was observed between the academic members of Tabriz University of Medical Sciences and their educational performance. The importance of tolerance among academic members implies that academic members who keep their problems and grievances private, provide constructive feedback and do not express their dissatisfaction about organizational changes and mobility prevent conflict, contradiction and misplaced criticism, which helps the effectiveness of educational performance.…”

Participation in Decision Making as a Property of Complex Adaptive Systems: Developing and Testing a Measure

“…Although PDM has often been treated very simply as “shared influence” between superior and subordinate [27, 56], we argue that PDM is a more complicated construct when systems-level properties are recognized. In our model (Figure 1), we suggest two major components of PDM—Scope and Intensity.…”

The Role of Organizational Citizenship Behavior and Rewards in Strategy Execution Effectiveness

“…OCB has been argued to have a positive relationship with organizational productivity and performance ( De Cremer, 2005;Muhammad, 2004;Van Dyne et al 1994). Good organizational citizens enable an organization to allocate scarce resources efficiently by freeing up resources for more productive activities (Bergeron, 2007;Muhammad, 2004).…”

“…OCB has been argued to have a positive relationship with organizational productivity and performance ( De Cremer, 2005;Muhammad, 2004;Van Dyne et al 1994). Good organizational citizens enable an organization to allocate scarce resources efficiently by freeing up resources for more productive activities (Bergeron, 2007;Muhammad, 2004). OCB also helps coordinate activities both within and across work groups, increases the stability of organizational performance and enables the organization to adapt more effectively to environmental changes (Podsakoff et al 2000).…”

“…OCB has been purported to have a positive relationship with organizational productivity and performance and for more than 70 years, research has emphasized the importance of employees' extra-role behavior for cultivating organizational success (Kim, Van Dyne, Kamdar & Johnson, 2013;Muhammad, 2004). Podsakoff et al's (2009) …”