Vitality of work involvement in mediation: The effect of organizational justice on organizational citizenship behavior

Abstract

This paper performs an investigation on Organizational Citizenship Behavior (OCB) head of the biMBA-AI-UEO unit in DKI Jakarta Province, which is a franchise brand of kindergarten schools in Jakarta. The purpose of the research, is to know and analyze: the direct influence of Organizational Justice on OCB unit head biMBA-AIUEO; the direct influence of Work Involvement on OCB; the direct influence of Organizational Justice on the Work Involvement, and the indirect effect of Organizational Justice on OCB head of the biMBA-AIUEO unit, with Work Involvement as mediation. The study used 140 samples of head of the biMBA-AIUEO unit in DKI Jakarta Province, and collected data by distributing questionnaires. The research uses quantitative methods and data processing using the path analysis. The results of this study prove that Organizational Justice had a positive and significant direct effect on OCB. Organizational Justice that are treated well can be perceived positively for employees to increase their OCB. Research results from work involvement have positive and significant effects on OCB. Even, Work Involvement has the most influence on OCB. This confirms that, high work involvement will also increase their OCB. Likewise, the results of the organization justice have a positive effect on work involvement. This reflects, that employees who are treated fairly by the organization will feel happy and can be a stimulus for them to be more actively involved in work. Whereas Organizational Justice has a positive and significant indirect effect on OCB through the mediation of Work Involvement. Employees who are treated fairly will feel happy, so they can stimulate themselves actively involved in work. This condition then, inspires and stimulates subordinates willing to do extra work that reflects OCB.

Organizational justice as a predictor of organizational citizenship behaviour

“…Another study conducted in Pakistan by results was justice perceptions predicted OCBs among nurses. However, several studies confirmed the impact of OJ on OCBs Hidayah & Harnoto, 2018;Sujono et al, 2020) on the other hand. Fairness did not impact on OCBs directly (Bauwens et al, 2019).…”

“…OJ represents the individual interpretation of justice in the institution. It provides an insight into how decisions are taken concerning the distribution of outcomes and the sense of justice over the production (Sujono, Tunas, & R Sudiarditha, 2020). According to Bies and Moag (1986), Folger and Greenberg (1985), Greenberg (1990), and Tyler and Bies (1990), OJ consists of distributive, procedural, and interactional justice.…”

Organizational justice and organizational citizenship behavior: the mediating role of work engagement

“…Specifically, a variety of research has been done in different commercial organizations based on the relationship between the perception of OJ and OCB ( Ali, 2016 ; Chan and Lai, 2017 ; Donglong et al., 2020 ; Lim and Loosemore, 2017 ). Following a thorough and exhaustive review of the previous literature, it was observed that, with few exceptions (see, Donglong et al., 2020 ; Sujono et al., 2020 ), little is known regarding the mechanism through which OJ can stimulate academic staff's involvement in OCB is still unexplored in the context of HEIs.…”

“…In other words, fairness in the organization does not lead directly to OCB. Prior studies explored several intervening variables between OJ and OCB, such as organizational commitment ( Donglong et al., 2020 ; Jehanzeb and Mohanty, 2019 ), organizational trust ( Ullah et al., 2021 ), job satisfaction ( Junru and Huang, 2019 ; Khan et al., 2020 ), job involvement ( Sujono et al., 2020 ), psychological ownership ( Jnaneswar and Ranjit, 2021 ), and leader-member exchange ( Hasyim and Palupiningdyah, 2021 ; Sheeraz et al., 2020 ). However, there is still a call to uncover the “black box” remaining in the OJ—OCB relation ( Ambrose et al., 2021 ; Rana et al., 2018 ; Zayed et al., 2020 ).…”

Psychometric Validation of Organizational Justice Scale for School Teachers in Pakistani Context

“…Organizational justice refers as the individual interpretation of fairness in the organization. It provides an insight into how decisions are taken concerning the division of outcomes and the sense of justice over contribution (Sujono, Tunas, & Sudiarditha, 2020). Adam's work of equity theory can be considered representative and the main advancement which emphases on matters of the fairness and justice at workplace.…”