The Impact of Perceived Organizational Justice, Psychological Contract, and the Burnout on Employee Performance: The Moderating Role of Organizational Support, in the Portuguese Context (original) (raw)
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The purpose of this study was to investigate the effect of human resource practices on burnout and the mediating role of perceived organizational justice. Data was collected through questionnaires from the employees of six different firms. In order to test the hypothesis, correlation and regression analysis were conducted. The results of the research clearly show that there are significant relationships between human resource practices, burnout and perceived organizational justice. Besides, perceived organizational justice has a partial mediating role at the effect of human resource practices on burnout. Consequently, thIS research will contribute greatly to the literature and administrators in terms of perceived organizational justice and effective practises of human resources that diminish burnout .
The Effect of Organizational Justice Perceptions on Burnout
The International Journal of Business & Management, 2018
Organizational justice, expressed as the perception of how people are treated equally, affects the organizational outcomes such as employee loyalty to the organization, job satisfaction, and the level of burnout in their work. Employees who believe that the distribution of gains is fair (distributive justice), that the distribution processes are fair (procedural justice), and that the fair interaction during the distribution process (interactional justice) will be peaceful and happy;thus, they experience less burnout syndrome. In this study, the effect of organizational justice (procedural, distributive, interactional justice) that the nurses perceive in the hospital where they work is investigated. It was concluded in this study that as the perception of organizational justice increased, burnout syndrome decreased. As a result of the analysis conducted on the sub-dimensions of organizational justice and burnout, it has been observed that it had a statistically negative effect on the emotional exhaustion dimension of the procedural, distributive, interactional justice and on the depersonalization dimension of distributive justice as well.
Relationships Between Organizational Justice and Burnout at the Work-Unit Level
International Journal of Stress Management, 2005
Relationships between organizational justice and well-being are traditionally investigated at the individual level. This article extends previous efforts by testing such relationships at the work-unit level. Three corridors of influence were examined. First, the level (work units' average scores) of justice is related to the level of burnout. Second, justice climate strength (level of agreement among work-unit members) moderates the predictability of the level of burnout. Third, justice strength is related to burnout strength. The authors interviewed 324 contact employees from 108 work units in 59 service organizations. Findings showed the predominance of interactional justice over distributive and procedural justice in all 3 corridors.
The impact of organizational Justice on job burnout
2015
The motive of this research is to scrutinize the relationship between organizational justice (procedural justice, distributive justice and interactional justice) and job burnout among the employees working in public sector organizations in twin cities of Pakistan ( Islamabad & Rawalpindi ). Out of 150 questionnaires 120 questionnaires were received back. The normality of the data was demonstrated by using Kolmogorov-Smirinov. Pearson and Spearman correlation tests are used to recognize the relationship between the variables of the study. The outcome of the study shows a negative relationship between organizational justice and job burnout.
JOURNAL OF BUSINESS RESEARCH-TURK, 2019
Article Classification: Research Article Purpose-The present study aims to demonstrate the effect of organizational justice perceptions of nurses on their burnout levels. Design / Methodology/ Approach-For this purpose, face-to-face interviews were carried out with 200 nurses working at public hospitals in Tokat province. The data were evaluated through structural equation modelling. Results-As a result of the study, it was found out that there was a negative significant relationship between organizational justice and burnout. It was also demonstrated that the level of procedural justice perception from the subdimensions of organizational justice were the highest whereas emotional exhaustion from the subdimensions of burnout was the most commonly observed among the participants. Discussion-As a result of the study, a negative significant relationship has been found out between the organizational justice perceptions and the burnout levels of nurses. This result is in parallel to the literature in general terms.
Systemic justice and burnout: A multilevel model
Human Resource Management Journal, 2017
With the aim of extending organisational justice research to embrace significant and enduring aspects of the workplace context, this study examines organisational culture and human resource management (HRM) as constitutive dimensions of systemic justice and relates them to employee health. Bridging organisational justice, HRM, organisational culture, and occupational health research, we advance and test a multilevel model relating systemic justice to burnout. Data collected from 60 organisations; 89 employee groups; and 1,976 employees provide support for the hypothesised relationships between justice-oriented culture, in terms of organisational values and group culture, and justice-oriented HRM. In turn, justice-oriented HRM related directly to employee burnout and indirectly through employee perceived job control and supervisor social support.
How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model
Sustainability
The maintenance of workers’ job satisfaction plays a central role among strategies supporting human capital, as it seems to be an important protective variable determining employees’ well-being and individual and organizational performances. Thus, the aim of the present research was to analyze the contribution of different dispositional and organizational variables that could affect individual job satisfaction, particularly focusing on the direct and indirect effects of acceptance of change with the mediation of organizational justice and its subdimensions. A total of 179 Italian workers (41% men, 59% women; mean age = 47 years old; SD = 10.87) completed the Acceptance of Change Scale, Job Satisfaction Scale and Organizational Justice Scale. Results showed a significant influence of acceptance of change on job satisfaction, also highlighting a partial mediation effect of organizational justice. Furthermore, when the latter was explored in depth by considering its subdimensions (proc...
International Journal of Academic Research in Business and Social Sciences, 2021
The objective of this study is to develop and validate the instruments that are to be used in the field study. The instruments were validated based on Exploratory Factor Analysis (EFA) procedure using the Statistical Package for Social Sciences (IBM SPSS) Version 25. The sample for the pilot study was comprised of 146 randomly selected policemen, and the field study was comprised of 513 randomly selected police personnel. Meanwhile, the data collected from the field study was analysed based on the Confirmatory Factor Analysis (CFA) using Smart Partial Least Squares (PLS) 3.0 software. The EFA procedure yielded seven constructs with 49 items, which were procedural justice (formal) = 4 items, procedural justice (interaction) = 3 items, distributive justice = 6 items, interpersonal justice = 6 items, information justice = 6 items, organisation support = 17 items, and intention to quit work = 7 items. Base on CFA procedures, composite reliability (CR), average variance extracted (AVE), loading indicator and discrimination validity was adequate and achieved the cut off points. Additionally, all items from 7 constructs in this study are valid and reliable. Therefore, the EFA and CFA procedures were aptly used to analyse the perception of the Royal Malaysian Police members in this study, providing a useful guide for future researches on the complete process and procedures in validating and reliability a questionnaire instruments.
Procedia - Social and Behavioral Sciences, 2015
The literature suggests that ethical climate today is more critical in organizations to sustain positive attitudes and behaviours of employees. Ethical climate is considered to be highly relevant to the financial industry, since it enhances service-providers' contact with customers.This paper examines the interaction between burnout and organizational justice as well as the mediating effect of ethical climate on this relationship. For this purpose, the data (N=543) was collected from the employees working in the financial services, operating in Istanbul. All research hypotheses including mediation were tested by multiple regression analyses to determine whether the conditions of mediation outlined by Baron and Kenny (1986) were addressed. Empirical results indicate that, ethical climate has a partial mediating effect on the relationship between employees' organizational justice perception and burnout. This effect appears particularly for the dimension of distributive justice and depersonalization relation. It can be inferred from the findings that ethical climate plays an important role in governing the relationship between distributive justice and depersonalization. The findings do not show any mediating effect of ethical climate on procedural justice and burnout relation.