Interpersonal justice climate, extra-role performance and work family balance: A multilevel mediation model of employee well-being (original) (raw)
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International Journal of Environmental Research and Public Health
The perception of interpersonal justice is one of the key resources for improving employees’ performance intention. Elements such as employees’ level of satisfaction or their self-perception of their ability to cope with problematic situations are key factors in this relationship according to the job demands-resources model. The objective of this study was to analyze how the perception of job satisfaction and the self-perception of resilience influence how interpersonal justice affects employee performance. A total of 315 public sector employees, who perform administrative and customer service tasks, have contributed to this study. The results show that the relationship between interpersonal justice and intra-role performance is completely mediated by job satisfaction; however, when we include the modulating effect of resilience between interpersonal justice and job satisfaction, the influence of the former is reduced as the self-perception of resilience. This indicates that the pos...
Organisational Justice and Job Burnout: The Mediating Role of Work–Family Conflict
Work-family interface, organisational justice and their effects on workers’ work life started to attract attention of researchers in the 1980s. Since then, in most industrialised countries the number of dual-income families have increased and new patterns of work, often aided by technological advances, have emerged. However, the dimensions of organisational justice (distributive, interactional, informational and procedural) remain pertinent concerns to both organisations and employees. Burnout is one of the work outcome measures that organisational behaviour researchers can use. In this research report, as in the body of literature, Maslach and Jackson's (1981, p. 99) criteria: “emotional exhaustion, depersonalization, and personal accomplishment” are used to define burnout. This research report reviews the predominantly positivist and quantitative literature to comprehend relationships between three concepts, namely work-family conflict, organisational justice and job burnout or its closely related work outcomes. It also discusses the implications of research findings and recommends further research where required. The antecedents and consequences of work-family conflict and organisational justice have been extensively studied in Anglophone Western workplaces, in particular the United States organisations. Work-family spillover and organisational justice predict burnout and other adverse outcomes in workers, whether independently or by mediating one another. In more recent time, studies have compared the interrelations between these concepts in Asia-Pacific and Latin American organisations, drawing on earlier research on cultural differences. i Kyaw Kyaw Aung 12131798 While the pathways to burnout and other consequences in work or home lives of employees across various cultures appear similar, the strength of work-family conflict and/or organisational justice predicting the work outcomes differs. Similarly, the demographic variables and other antecedents of the two organisational behaviour constructs moderate the work and family related outcomes. Work-family conflict is an intermediary variable between organisational justice and job stress, a component of burnout. To date, not many studies have examined all three variables – organisational justice, work-family interface and work outcomes. However, studies on work-family interface-job outcomes association and justice-job outcomes association are relatively widespread. It is also known that either organisational behaviour construct independently predicts job outcomes, including burnout in employees. Self-reports of workers on their perceptions towards organisation are regarded as being essential. This explains some differences in pathways that lead to burnout or other work outcomes which exist across cultures, age groups and socio-economic classes of workers. Furthermore, workplaces in non-Anglophone societies, people who work in small to medium enterprises or unskilled/low-skilled workforce are under-represented in the research. On the other hand, pathways that ultimately predict work or family life outcomes in workers working for large organisations in the industrialised Anglophone countries are more generalisable on account of a substantial body of literature. Since it is also known that adverse job outcomes in an organisation, in turn, can predict staff turnover, reduced commitment and low productivity, it is essential for employers to ii Kyaw Kyaw Aung 12131798 been seen as being fair and help their staff maintain work-non-work. While the findings and resultant solutions suggested by much of English language literature on the topics would help large organisations in the Anglophone world establish fair policies and procedures that potentially limit turnover, increase staff’s commitment and satisfaction and increase productivity, in other contexts the organisations will need to tailor their solutions on the differences and similarities reported and inferred from the body of literature. Regardless of the differences and similarities across cultures and demographic groups identified in the literature, it is advantageous for organisations to be perceived as fair and family-supportive to their employees.
2020
The service sector workers are among the workers that have a high number of burnouts as the service industry plays a significant role in the world’s economic nowadays. The daily customer complaints are the most challenging task to deal with which caused stress and most terrible is can lead to burnout. Fortunately, the development of technology in today’s world really help a lot especially those who are a dual income family as they need to fulfil the work and family demands concurrently. Hence, this study aimed to determine the relationship between work-life fusion and burnout which mediated by satisfaction with work-family balance among the public service sector employees. A survey of 100 public service sector employees in Sibu, Sarawak revealed that satisfaction with work-family balance mediated the relationship between social media with depersonalization and personal accomplishment. The results from this study suggest the importance of HR Practitioner to rethink and redesign the p...
International Journal of Academic Research in Business and Social Sciences, 2017
Purpose: To identify the impact of perceived organizational justice (POJ), the psychological contract (PC), and burnout (BUR) on the employee's individual performance (IP). The moderating role of perceived organizational support (POS) is analysed. Methodology: The study uses a structured questionnaire to gather data from a cross– sectional sample of 407 employees. Structural Equation Modelling (SEM) is used to test the proposed hypotheses, and a multi-group analysis is conducted to find how the perception of the PCV can impact on the suggested relationships. Findings: POJ has a positive impact on the PC and on IP. However, the impact of the PC and the first two dimensions of BUR on IP are not significant. POS moderates some of the suggested relationships. Implications: contributes to the knowledge about the combined impact of POJ, the PC and BUR, introducing the role of POS as a moderating variable in the relationships between organizations and employees. The global results may inform strategies to secure positive human resource management (HRM) outcomes.
Journal of Organisation & Human Behaviour, 2018
Interpersonal conflict in a workplace is related to increased employee turnover rates, reduced creativity, and employee disengagement. Present study intends to examine how organisational justice can be related to lesser interpersonal conflict, i.e., task conflict, relationship conflict, and increased employee engagement. Data for the present study have been collected from 650 employees working in multinational corporations located in Gurgaon. Data collected have been validated using confirmatory factor analyses and hypotheses have been tested through structure equation modelling. Further, reliability and validity of data were confirmed. PROCESS has been applied to examine moderated-mediation. Results reveal that interpersonal conflict and employee engagement are negatively related, organisational justice is related to lesser conflict, organisational justice is positively related to employee engagement, and organisational justice is indirectly related to employee engagement through interpersonal conflict, but only when organisational justice is weak. The present study contributes to the existing literature by exploring that organisational justice may not only prevent conflict, but also affect how employees react when subjected to conflict. This study has been restricted to multinational corporations and Indian context only, which can be extended to other sectors and countries. This study contributes to the literature on employee engagement and the Job-Demand-Resource Theory by highlighting the moderating role of organisational justice. Present study confirms that organisational justice contributes to maintaining low levels of conflict as well as high levels of employee engagement.
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.
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 .
A mediation model of job burnout (chapter)
Job stress has been recognized as a significant occupational hazard which can impair both health and work performance. The worker's internal experience of stress is assumed to play a mediating role between the impact of external job demands (stressors) and work-related outcomes (such as absenteeism or illness). This basic model should be especially true of the stress phenomenon known as 'job burnout', which involves a prolonged response to chronic interpersonal job conditions. Our research in this area leads us to propose that organizational conditions influence a worker's experience of burnout (or of its positive opposite of job engagement). The level of burnout or engagement will then determine how well the worker does the job, and how he or she feels about the larger organization. For example, assessments of employees' level of experienced burnout or engagement have predicted clients' evaluation of service quality and employees' evaluation of organizat...
Journal of Work and Organizational Psychology, 2018
This research examined a moderated mediation model for answering how and why work-life balance affects employee job performance, and how satisfaction with coworkers is contingent upon it by enhancing employee’s psychological wellbeing. Data were collected from subordinates and their supervisors in the banking sector (N = 284). Empirical results indicate that psychological wellbeing mediates the link between work-life balance and job performance, and employees’ satisfaction with coworkers enhances job performance by strengthening the effect of work-life balance on psychological wellbeing. This research contributes to personnel management literature by describing moderated mediation mechanisms through which work-life balance influences employee job performance, and guides practitioners by emphasizing that employees with greater work-life balance perform better when their psychological wellbeing is reinforced by their satisfaction with coworkers.