Impact of Organizational Justice on Organizational Performance in the Hospitality Industry (original) (raw)

The Influence of Organizational Justice on Job Satisfaction in a Hotel Setting

Dlsu Business & Economics Review, 2016

Perceived organizational justice in the workplace is a primary factor affecting employee job satisfaction and tenure. This paper examined the relationship between organizational justice and job satisfaction of managers, supervisors, and staff in a hotel setting situated in one of the major cities outside Metro Manila, Philippines, namely Metropolitan Cebu. Specifically, it looked into the influence of the three dimensions of organizational justice (distributive, procedural, and interactional) on the hotel employees’ level of job satisfaction with regards to fairness of manager/supervisor to staff relationships, pay, and schedule (among others). A Likert scale survey instrument was administered to select respondents from 13 departments of nine hotels in Metropolitan Cebu, Philippines: Front Office, Food & Beverage, Housekeeping, Sales & Marketing, Human Resources, Maintenance, Kitchen, Finance, Butchery, Engineering, Administration, Security, and the Executive Office. Structural Equa...

The Effect of Organizational Justice on Job Satisfaction: Applied study on Jordanian Five Stars Hotels

2018

The purpose of this study is to examine the impact of organizational justice on job satisfaction. The data was collected from (14) five stars hotels located in Amman city by using a questionnaire. The sampling unit and analysis consisted of (348) employees working at the target hotels. Multiple linear regression and Pearson's correlation coefficients were computed to examine the study hypotheses. The study found a positive and statistically significant relationships between distributive, procedural, and

Organizational Justice: How Does It Affect Performance and Job Satisfaction?

Advances in economics, business and management research, 2023

This study examines the influence of organizational justice on task and contextual performance, with job satisfaction as a mediation. Task performance is a performance that is directly related to the main task of the job. Meanwhile, contextual performance is an activity that does not directly support the core of the work. Data was collected by distributing questionnaires to 150 banking employees in Bandar Lampung, Indonesia. The analysis tool uses SmartPLS version 3.0. The results showed that distributive justice affects the task and contextual performance of banking employees but has no effect on job satisfaction. Interactional & procedural justice affects job satisfaction but does not directly affect task & contextual performance. Job satisfaction was found to mediate the effect of interactional & procedural justice on task and contextual performance. Employees who feel treated relatively in a distributed manner will fulfill their tasks and contextual performance. Employees who are treated fairly in an interactional and procedural manner will increase their job satisfaction and impact their task and contextual performance.

Examine the Effect of Organizational Justice on Job Satisfaction and Employee Performance

Objective – This study is aimed to analyze the effect of organizational justice on job satisfaction and employee performance. Methodology/Technique – The respondents are 104 employees who work in the Governor’s office in East Nusa Tenggara Province by using the questionnaires. The data are analyzed using Partial Least Square (PLS). Findings – The results show that organizational justice has significant effect on job satisfaction, but has not significant effect on employee performance. Furthermore, job satisfaction has significant effect on employee performance. Novelty – The implications of this study emphasize the important role of job satisfaction in improve the employee performance. Therefore, the organization should have an attention on interactional and informational justice to improve the employee performance, so that the employee is satisfied and try to provide an optimal contribution to the organization. Type of Paper: Empirical

11.Impact of Organizational Justice on Organizational Effectiveness

The study of Organizational Justice has received great attention from the researchers and it has become frequently topic in the field of industrial-organizational psychology. But, little research has tested the fundamental assumption that organizational justice improves the effectiveness of organizations. This paper examines that Organizational Justice improves the effectiveness of organizations by increasing job satisfaction and organizational commitment. First, several theoretical explanations why Organizational Justice (OJ) may improve organizational effectiveness are provided. Second, by distinguishing among the two forms of Organizational Justice (Distributive and Procedural Justice). Then few existing studies applying to organizational effectiveness contexts are summarized for supporting the relationship. This research paper enhances the understanding of Organizational Justice of the employees in organizations. Finally, the implications of these findings are discussed.

Impact of Organizational Justice on Organizational Effectiveness

The study of Organizational Justice has received great attention from the researchers and it has become frequently topic in the field of industrial-organizational psychology. But, little research has tested the fundamental assumption that organizational justice improves the effectiveness of organizations. This paper examines that Organizational Justice improves the effectiveness of organizations by increasing job satisfaction and organizational commitment. First, several theoretical explanations why Organizational Justice (OJ) may improve organizational effectiveness are provided. Second, by distinguishing among the two forms of Organizational Justice (Distributive and Procedural Justice). Then few existing studies applying to organizational effectiveness contexts are summarized for supporting the relationship. This research paper enhances the understanding of Organizational Justice of the employees in organizations. Finally, the implications of these findings are discussed.

Relationship Between Organizational Justice And Employees Performance

he study examined the effect of organizational justice on employees' performance in selected Banks in Asaba. Survey research design was adopted. The collected data were analyzed using multiple regression T analysis to test the hypotheses. The population consists of 450 staff selected from 11 Bank in Asaba, the sample size for the study was 202. Data were analyzed using multiple regression and the finding shows that positive relationship exist between distributive justice and employees' performance, procedural justice and employees' performance and, interactive justice and employees' performance. The study concludes that fair treatment in workplaces leads to considerable performance among relative employees given also the environmental context of Nigeria where tireless effort are being made by managements of banks to get the best out of their employees; each aiming to have an advantage over competitors in the financial institutions. The study recommends that Bank executives should openly describe the fair procedures they are using and explain decisions thoroughly in a manner demonstrating dignity and respect using unbiased and accurate information, management should adhere to adjusting and dividing employees work volume in these banks as stress can also be a threat to performance.

The Role of Managers Ethical Leadership Behaviour on Hotel Employees Perception of Organizational Justice

Journal of Business Research - Turk, 2019

The purpose of the research is to reveal the role of managers' ethical leadership behaviours on the employees' perceptions of organizational justice in five-star hotels in Ankara. Design/Methodology/Approach-Quantitative research method was used and it was benefited from questionnaire technique in data gathering in this study. Data was gathered by means of a questionnaire from 398 participating employees working in 9 five-star hotel businesses in Ankara. Findings: It was determined that managers exhibited behaviours within the framework of ethical principles and this situation affected the employees' perception of justice positively in the organization. Also, it was suggested that ethical leadership behaviour affected distributive justice mostly. Discussion-It is thought that the research will make contributions to hotel managers about human resources management. The important limitation of the research constituted that it was only conducted on the hotel employees in five-star hotels in Ankara. For future researches, it will be beneficial that determining different destinations and tourism establishments as application field will provide opportunity for evaluate the topic thoroughly.

Investigating the Relationship between Organizational Justice and Organizational Excellence in Egyptian Travel Agents

International Journal of Tourism and Hospitality Management, 2020

Organizational justice represents people's perceptions about the extent of fair treatment within organizations. It consists of four dimensions; distributive, procedural, informational and interpersonal justice. On the other hand, organizational excellence could be illustrated as the impressive management which leads to the best results. It includes seven dimensions; mission statement, leadership, strategy, knowledge management, products, human resources management and customer relationship management. This study attempts to define the relationship between organizational justice and organizational excellence in Egyptian travel agents. This study applied descriptive methodology which used a cross-sectional design. Questionnaire was implemented to the gather the primary data from the sample of study from 1 th August till 20 th September 2020. The study included 329 tourism companies who participated with 400 employees, after revising questionnaires; only 358 questionnaires were valid for statistical analysis. The main result is that organizational justice has a predictive ability of organizational excellence in Egyptian travel agents.