Organizational Justice Research Papers - Academia.edu (original) (raw)

2025, Journal of Media Horizons

This qualitative research investigates the leadership journey of women in Khairpur Mirs, a rural district of Sindh, Pakistan, where traditional norms and gendered expectations often restrict women's public roles. While equality has gained global momentum, rural patriarchal settings continue to limit women's participation in leadership and decision making. Through purposive and snowball sampling, ten women leaders, spanning NGOs, educational institutions, and local governance bodies were interviewed using a semi-structured format. Their narratives, analysed using inductive thematic analysis, revealed four major themes: negotiating family expectations, managing dual identities, reshaping selfperceptions, and influencing community perspectives. Participants shared how they balance leadership responsibilities with cultural expectations, often drawing on familial alliances or quiet resistance to maintain legitimacy and social acceptance. Despite societal barriers, these women act as change agents within their communities, challenging stereotypes and encouraging gradual shifts in gender norms. Their lived experiences underscore a powerful narrative of resilience and adaptation, offering valuable insights for gender policy, community development, and leadership training initiatives in similar contexts. This study highlights the complex interplay between, tradition, and agency in rural Pakistan, contributing to the broader discourse on women's empowerment in culturally conservative societies.

2025, International journal of humanities and social sciences

This study, using mixed method, investigates the integrated pattern of human resources development with Focusing on the organizational culture improvement in the Ministry of Justice. The aim of the research is to design an integrated pattern of human resources development with a view to improving organizational culture, identify the dimensions and components and prioritize the factors of the model. The main question of the research asks: what does the integrated pattern of human resource development with a view to improving organizational culture in the Governmental Reprimand Organization look like? In this study, two statistic population were defined; the population of experts for qualitative analysis by using interviews and the population of the organization under the study for quantitative analysis by using questionnaire. In the qualitative analysis management factors, personal factors, employee engagement and career development path, the independence of staff in the performance ...

2025

This study aimed to examine the effect of ethical leadership on loyalty to supervisor by considering the possible mediator effect of trust of empoyees to supervisor. The study conducted with the sample of 300 empoyees who work in five star hotels in Antalya, Belek. The method of the study is literature review and relational analysis. According to the results "Perceived Ethical Leadership Behavior" had a significant effect on "Cognitive Trust to Supervisor" and "Affective Trust to Supervisor" and "Loyalty to Supervisor". Besides, the results proved that "Cognitive Trust" and "Affective Trust" had a perfect mediation effect in the relationship between "Ethical Leadership" and "Loyalty".

2025, Leadership & Organization Development Journal

PurposeThe purpose of this paper is to clarify the relationship between ethical leadership and employee organizational citizenship behavior (OCB), specifically the mechanisms through which ethical leadership impacts employee OCB, and the moderating role of workplace ostracism.Design/methodology/approachThe study used the survey-based dyad data collected from middle management team members and their immediate subordinates in Chinese companies. Multiple regression analysis was used to test the research hypothesis.FindingsThe empirical findings indicate that ethical leadership positively influences employee OCB. Organizational commitment mediates the relationship between ethical leadership and employee OCB. Furthermore, the effect of ethical leadership on employee OCB directly and indirectly (via organizational commitment) is moderated by workplace ostracism.Originality/valueThis paper adds to knowledge about the relationship between ethical leadership and employee OCB and contributes ...

2025

Copyright © Bu kitabın Türkiye'deki her türlü yayın hakkı Eğitim Yayınevi'ne aittir. Bütün hakları saklıdır. Kitabın tamamı veya bir kısmı 5846 sayılı yasanın hükümlerine göre kitabı yayımlayan firmanın ve yazarlarının önceden izni... more

2025, Academy of Management Journal

Although considerable research has focused on employee reactions to organizational justice, far less research has examined why managers adhere to rules of justice in the first place. Taking a proactive approach to organizational justice, we address this void by examining managerial motives for adhering to distributive, procedural, informational, and interpersonal rules of justice on a day-to-day basis. Results of an experience-sampling study of 90 managers who completed daily surveys over a three-week period revealed that both "cold" cognitive (i.e., effecting compliance, identity maintenance, and establishing fairness) and "hot" affective (i.e., high positive affect and low negative affect) motives were associated with managerial adherence to justice rules. Moreover, "cold" motives were more strongly associated with justice rule adherence for justice dimensions over which managers perceived less discretion, while "hot" motives were more strongly associated with justice rule adherence for justice dimensions over which managers perceived greater discretion. We discuss the implications of our findings for both theory and practice.

2025

تُعد هذه الدراسة من أوائل الدراسات العربية التي تتناول نموذج "الهدف المرحلي الموحد" (Thematic Goal) من منظور نقدي وتطبيقي، حيث يستعرض المؤلف النموذج الذي ابتكره باتريك لينشوني بوصفه أداة قيادية فعّالة لكسر العزلة المؤسسية وتوجيه الجهود نحو غاية موحدة قصيرة الأجل. كما تقدّم الدراسة نسخة مطورة من النموذج تأخذ في الاعتبار التحديات الثقافية والإدارية الخاصة بالبيئات العربية، وتُسهم في تعزيز فاعلية الأداء المؤسسي في هذه السياقات.
الهدف المرحلي الموحد، العزلة المؤسسية، القيادة التشاركية، الأداء الجماعي، الثقافة التنظيمية

2025

Employee turnover intention poses significant challenges for organizations globally, incurring financial costs and productivity losses while disrupting workflows and impeding innovation. Effective human resource practices, including extrinsic rewards such as financial incentives and non-monetary benefits, are critical in retaining high-performing employees. However, the influence of these rewards on employee retention is not always straightforward, and organizational prestige-perceived as an indicator of a company's reputation and status-may play a crucial mediating role. This study explores the mediating effect of organizational prestige on the relationship between extrinsic rewards and employee retention intention within the Klang Valley region, Malaysia. Utilizing partial least squares structural equation modeling (PLS-SEM), the research investigates how financial incentives, promotion opportunities, and relationships with supervisors and peers' impact organizational prestige and, consequently, employees' intention to stay. Findings indicate that while financial incentives do not significantly influence organizational prestige, promotion opportunities, supervisor relations, and peer relations positively affect it. Moreover, organizational prestige significantly mediates the effects of supervisor and peer relations on retention intention, highlighting its critical role in enhancing employee commitment. The study provides valuable insights for organizations seeking to improve retention strategies by emphasizing the importance of fostering a prestigious organizational image and cultivating positive workplace relationships. The limitations of this study include the use of a single geographical region and the focus on specific types of extrinsic rewards, suggesting that future research should explore additional contexts and reward types to generalize findings across different settings.

2025, Journal of Safety Research

Introduction: Considerable research supports a positive association between the safety climate (which is a direct 19 organizational factor) and safety performance (such as safe driving). However, indirect organizational variables 20 that influence safe driving have gone largely unexplored. This study contributes to safety research by examining 21 the relationship between organizational justice, which is a distal organizational factor, and traffic accidents and 22 the mediating role of job satisfaction. Method: 233 occupational drivers employed by taxi and bus companies 23 in South Korea participated in the study. Regression analysis was conducted using police records on participants' 24 on-the-job traffic accidents. Results: The analysis shows that the mediation model is statistically significant. That 25 is, drivers with a lower level of perceived organizational justice showed a higher frequency of traffic accidents, 26 and the mediating effect of job satisfaction was also significant. Based on the results, implications and limitations 27 are discussed Q4 . 28

2025, Business Ethics: A European Review

Organizational scholars tend to view justice and compassion as incompatible. While both have important functions in organizational life, compassion's affective elements appear difficult to synthesize with the reasoning and impartiality that underlie the concept of justice. We draw on theoretical arguments from the sensemaking perspective to argue that we can integrate organizational compassion and organizational justice conceptually because both are inherently dynamic processes that rely on emotional and cognitive components, and both are shaped by the social context of the organization. Based on this integrative conceptualization, we propose a construct we call 'compassionate organizational justice', in which compassion becomes an integral element of an organization's justice requirements and members' fairness perceptions, and that those justice perceptions in turn inform future instances of organizational compassion.

2025, Business Ethics: A European Review

2025, Hospital Practices and Research

Organizational culture is a notion that was introduced in the 1980s and later gained more and more significance as the role of organizational loyalty in the success of organizations in South Korea and Japan, and it became a frequently discussed topic. Organizational culture is the combination of values, beliefs, and behaviors which are unique to an organization and contribute to its overall environment. The development of an organizational culture is an extremely complex process. Researchers investigating organizational culture usually address it on the basis of managers and management. However, it is a process in which innumerable factors are involved. Founding individual(s) are the dominant actors in creating and developing the organizational culture of an entity. In other words, the fundamental values, beliefs, and norms of the founding member(s) of an organization, i.e. entrepreneurs who undertake a business venture and design the framework of its organizational culture, constitute the basis for organizational development and an organization's unique culture. A dynamic organizational culture embraced by all employees, thanks to common values, provides an institution with coalescence and a harmonious working environment, which facilitates the achievement of any goal. Employees in organizations tend to compare themselves with other personnel, questioning, not only in terms of results, but also in respect of processes, the working conditions such as equal pay for equal performance, existence of rules equally applied to all members of the organization, and the fair distribution of tasks. Given the nature of the matter, nurses working at a management level should assume great responsibilities. In trying to respond to such questioning, they should act in accordance with laws and legislations and adopt a correct and equitable

2025, DergiPark (Istanbul University)

2025, Proceedings - Academy of Management

2025, Equilibrium: Jurnal Ekonomi Syariah

Hasil penelitian menunjukkan bahwa keadilan distributif kompensasi berpengaruh negatif terhadap deviant workplace behavior, keadilan interaksional berpengaruh negatif terhadap deviant workplace behavior, dan keadilan prosedural juga berpengaruh negatif terhadap deviant workplace behavior. Persepsi ketidakadilan yang dirasakan karyawan akan menimbulkan perasaan tidak menerima keadaan dalam diri karyawan sehingga karyawan memiliki keberanian dalam melakukan tindakan deviant pada organisasi.

2025

This study aimed to measure the effect of transformational leadership on organizational commitment of the lecturers of a privat higher education institution in Tangerang which are mediated by intrinsic and extrinsic job satisfaction. Data collection was done by simple random sampling to 151 population of employees. The returned and valid questionnaire results were 102 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that transformational leadership have a positive and significant effect on intrinsic and extrinsic job satisfaction. Intrinsic and extrinsic job satisfaction have a positive and significant effect on organizational commitment. Intrinsic and extrinsic job satisfaction have a significant effect as mediator between transformational leadership and organizational commitment. This new research proposed a model for building the organizational commitment among the lecturers of a privat higher education institution in Ta...

2025

Çalışma hayatı, koşullar her geçen gün biraz daha zorlaşmaktadır. Bir de buna hırs, rekabet gibi kavramlar eklenince, insanların stres düzeyleri de artmaktadır. Bazı kişiler yaşamlarında artan stresi iş yerine yansıtmaktadırlar. Bu durumda ortaya iş yerinde nezaketsiz tavır ve davranışlar çıkmaktadır. İş yerlerinde çalışanların karşılaştığı saygısız ve kaba tavır ve davranışlar ise iş yerlerindeki verimi ve başarıyı olumsuz olarak etkilemektedir. Bu çalışmanın amacı iş yeri nezaketsizliği ve karşılaşılabilecek sonuçları araştırmak, değerlendirmek ve bu konuda literatüre katkı sağlamaktır. Çalışma derleme yöntemiyle hazırlanmıştır.

2025, Cadernos EBAPE.BR

From reflections on the themes "personal values," "organizational justice," and "counterproductive behavior," personal values are seen to guide the behaviors of individuals in the organizational environment according to their axiological priorities. Such priorities influence the perception of organizational justice, whose absence or fragility can lead individuals to behave counterproductively. Therefore, this essay presents a theoretical-relational model integrating such constructs. Hypotheses underpinning this model and a robust agenda for future investigations have been outlined, including methodological possibilities.

2025, Mongolian Journal of Agricultural Sciences

Employee’s job satisfaction is one of the main influential factors for the effectiveness of human resource development. We studied a comparison between public and private universities academic staffs of organizational culture and workplace structure, job satisfaction and commitment. In this study, we try to study more theoretical framework of job satisfaction in position among public officers in Mongolia. The aim of this study is to investigate the impacts of organizational justice, organizational culture, knowledge management and employee engagement on job satisfaction among public officers. This research topic has been studied and is well-known in worldwide. In Mongolia, context the topic of study has been developed at low level. Data collected and analyzed from descriptive research can help public sector employees understand factors of job satisfaction. Therefore, the research methodology organized and used some information from statistical calculations in Mongolia. Data were col...

2025

The purpose of this article is to put a model that looks at how organizational justice mediates the connection between engagement and the work environment to the test. Workers' opinions of their workplace are greatly impacted by their understanding of organizational justice. Nevertheless, there is a dearth of literature on organizational justice's causes and effects, especially as it relates to the mediating role it plays between the work environment and employee engagement in firms operating in India's service sector. This study aims to fill that void by studying the relationship between organizational justice and the antecedent and consequence of work environment and involvement in the workplace, respectively. Using a stratified disproportionate sample approach, 1,200 workers from firms in India's service industry were surveyed. Although the mediation is limited, the results demonstrate that organizational justice significantly mediates the relationship between work environment and job engagement. Organizations should take action to improve workers' views of fairness, according to the report. Impartiality and fairness in decision-making are key to enhancing procedural justice.

2025, Business Excellence and Management

Purpose – This paper investigates the impact that High-Performance Work Systems (HPWS) have on Employee Engagement and the moderating effect of Organizational Justice on this relationship. Research methodology – By the usage of a quantitative research method, data gathered from 251 employees of Professional Service firms are analysed with SPSS. Findings – This study found that there is a positive relationship between HPWS and Employee Engagement. It also found that Organizational Justice moderates the relationship between the two. Research limitations – Data was only gathered at the employee level making the interpretation of HPWS to be how employees perceive it. Hence a further study at the firm level as well as cross-sectional analyses will be needed in the future. Practical implications – Management of firms should avoid a ‘one-size-fits-all’ approach in the administration of HR policies and should rather encourage tailor-made treatment for individual employees of the firm. Unfai...

2025

Penelitian ini bertujuan untuk mengetahui seberapa besar hubungan antara pemberian kompensasi dan beban kerja dengan tingkat kepuasan kerja karyawan di Rumah Makan Banyuwangi, Papua Tengah. Metode yang digunakan adalah pendekatan kuantitatif dengan desain deskriptif, di mana data dikumpulkan melalui penyebaran kuesioner kepada seluruh karyawan yang berjumlah sepuluh orang, menggunakan teknik sensus. Variabel bebas dalam studi ini meliputi kompensasi dan beban kerja, sedangkan variabel terikatnya adalah kepuasan kerja. Instrumen pengumpulan data telah melalui uji validitas dan reliabilitas, dan analisis data dilakukan dengan bantuan teknik statistik deskriptif serta korelasi Pearson Product Moment. Hasil penelitian menunjukkan bahwa terdapat hubungan yang sangat kuat antara kompensasi dan kepuasan kerja (r = 0,924; p < 0,05), serta hubungan yang cukup kuat antara beban kerja dan kepuasan kerja (r = 0,712; p < 0,05). Temuan ini mengindikasikan bahwa pengelolaan kompensasi yang adil serta beban kerja yang seimbang berkontribusi signifikan terhadap peningkatan kepuasan kerja. Penelitian ini diharapkan dapat menjadi acuan bagi pelaku usaha mikro dan kecil dalam merancang strategi pengelolaan karyawan yang lebih efektif. Kata kunci : kepuasan kerja, kompensasi, beban kerja, usaha kecil, manajemen karyawan This study aims to explore the extent of the relationship between compensation and workload on employee job satisfaction at Rumah Makan Banyuwangi, located in Central Papua. A descriptive quantitative approach was applied, using a census technique that involved all ten employees as respondents. The independent variables in this research were compensation and workload, while job satisfaction served as the dependent variable. Data were collected through questionnaires that had been tested for validity and reliability. The analysis was conducted using descriptive statistics and Pearson's Product Moment correlation. The results revealed a very strong and statistically significant relationship between compensation and job satisfaction (r = 0.924; p < 0.05), as well as a moderately strong and significant relationship between workload and job satisfaction (r = 0.712; p < 0.05). These findings suggest that fair compensation practices and balanced workloads play a crucial role in enhancing employee satisfaction. The results offer practical insights for small business owners in the culinary sector to improve employee well-being and organizational performance through effective human resource management.

2025

While there is significant research regarding the impact of emotion at work there are few studies that examine anger in a work context. What is known is that men are more prone to expressions of anger at work than women. Given its links to greater employee frustration, stress and lower levels of performance understanding anger expressions of men at work is important. The aim of our research is to better understand anger triggers in the workplace. We present the preliminary data derived from interviews with 15 male respondents who had been referred to anger management intervention. Responses were coded and analysed using a grounded theory approach. Five main themes emerged for anger triggers. Practical implications of our research are discussed.

2025

This study investigated the relationship between job satisfaction, pay satisfaction, gender and turnover intention among Federal Civil Servants working in Awka metropolis, Anambra State, Nigeria. Three hundred and seventy seven (377) participants comprised of 176 males and 206 females, whose ages ranged from 23 to 56 years, with the mean age of 39.5 years and standard deviation of 2.49, were drawn from five Federal Ministries in Awka, Anambra State. Three instruments were adopted for data collection: 20-item Minnesota satisfaction questionnaire (MSQ) developed by Weiss, Dawis, England and Lloyd (1967), 8-item Turnover Intention Scale (TIS) developed by Shore and Martin (1989) and 18-item Pay satisfaction Questionnaire (PSQ) developed by Liu, Tang and Zhu (2014). Pearson's correlation and Independent sample t-test were adopted to analyze the data. Results revealed that pay satisfaction had no significant relationship with turnover intention. It was also found that job dissatisfaction had no significant correlation with turnover intention. Also, result showed that there was significant difference between males and females on turnover intention. This indicates that women are more likely to leave their present job than men. The implications of the study were discussed and suggestions for further studies were also made.

2025

The purpose of this study is to explore the relationship between organizational justice and job satisfaction of health employee and to reveal whether or not differences according to socio-demographic characteristics of employees. Organizational justice scale that was developed by Niehoff and Moorman (1993) and Minnesota Job Satisfaction Scale that was developed Weis and colleagues (1967) were used as data collection tool in the study. The survey was administrated in a public hospital in Sakarya between May 30 and 30 June 2011. The validity and reliability of data obtained from the survey was measured using analysis confirmatory factor analysis and Cronbach's alpha coefficient. Path analysis, descriptive statistical methods, one-way variance analysis and independent samples t test were used for analyzing of the data. Results were evaluated in 95% confidence interval, p <0.05 significance level. According to findings from the Path analysis, there were high level of covariance r...

2025, Journal of Business & Financial Affairs

endowment between himself and the second player in any way he sees fit. The second player has no input, whatsoever. The formal principle of distributive justice could be stated as "Equals should be treated equally, and unequals unequally, in proportion to their relevant similarities and differences" . The specific application of this formal principle depends on how one defines "equality" and "relevant similarities and differences". Thus, two main types of distribution problems arise; Fixed Pie and Effort Dependent. Fixed pie problems concentrate on how to distribute a finite quantity of benefits and are mostly analyzed with economic games in order to

2025, Modern Studies in Management & Organization

The purpose of this research is to investigate the effect of highperformance work systems on job satisfaction and organizational commitment of employees of National Bank branches in Zahedan city. High-performance work systems are methods that prepare employees with skills, information, motivation, commitment and freedom to make important decisions such as creating innovation, improving quality and finally responding quickly to such changes. This research is applied in terms of purpose and descriptive in terms of data collection. The method of this research is a survey, and the statistical population of this research consists of all the employees of the National Bank of Zahedan city, numbering 150 people, out of which 86 people were selected as a statistical sample. To collect data, a questionnaire based on Shi et al.'s work (2010), Allen and Mayer's organizational commitment (1999), and Salehi's job satisfaction questionnaire (2015) were used. To analyze the data, Spearman's correlation coefficient and regression analysis were used with the help of SPSS software. The results of the research showed that high-performance work systems and its components have a positive and significant effect on job satisfaction and job commitment of Zahedan National Bank employees.

2025, Employee responsibilities and rights journal

Bring your Own Device (BYOD) is an increasingly popular phenomenon at work, with several potential benefits (e.g., cost reduction, convenience and flexibility) and concerns (e.g., security risk, blurring of work-life boundary, and privacy infringement). Yet, systematic research incorporating theoretical perspectives on BYOD has been limited. This paper analyzes BYOD by integrating organizational control and justice frameworks. For control, approaches advanced by Hopwood, Ouchi and Edwards were adopted, covering simple control, administrative/bureaucratic control, technical/technological control, social control, and self control. The justice framework includes both distributive and procedural fairness. It is posited that justice/fairness mediates the effects of the control mechanisms. Practices under various controls that are seen as fair or unfair are discussed and recommendations provided.

2025

Despite the increasing number of studies on the relationship between job satisfaction and deviant behaviors in the workplace, still there is a lack of studies where job satisfaction has been measured considering stress and job engagement and also whether all of these three variables are directly correlated with workplace deviant behaviors or not. This study aims to investigate the relationship between job satisfaction and workplace deviant behaviors and other important objectives is the relationship between job satisfaction, stress, and job engagement with workplace deviant behaviors and the relationship between stress and job engagement with job satisfaction. Our study found that stress is liable for less satisfied employees which produces a high level of involvement in workplace deviant behaviors. On the other hand, job engagement creates job satisfaction which reduces workplace deviant behaviors. The quantitative approach is employed on 82 employees of private and public commercial banks. Based on PLS-SEM method conceptual frameworks were constructed, descriptive analysis and regression analysis were used. Our study concluded that there is a strong causal relationship between job stress, job engagement with job satisfaction which results in workplace deviant behavior. Therefore, workplace deviant behavior can be reduced if organizations take some recreational activities that will increase job engagement.

2025, Applied Issues in Quarterly Journal of Islamic Education

2025, DIAGNOSTIC HUMAN RESOURCE ANALYTICS AND EMPLOYEE COMMITMENT IN DEPOSIT MONEY BANKS IN SOUTH-SOUTH, NIGERIA

The study examined the relationship between diagnostic resource analytics and employee commitment in deposit money banks in South-South, Nigeria. The study is anchored on the philosophical foundation of positivism/objectivism with a deterministic view or approach as such adopted the quantitative method. A correlational survey research design which is cross-sectional across time horizon was adopted for the study. A sample size of two hundred and sixty was drawn from a population of seven hundred and forty-eight staff of the regional offices of the twenty-four deposit money banks in South-South, Nigeria, using the Taro Yamen formula for sample size determination for a given population. Data was collected with the structured questionnaire that was validated via content and face validity while Cronbach's Alpha was used to test the reliability of the research instrument. Data collected were analyzed at different levels. The Spearman's Rank Order Correlation was employed to test the relationship between diagnostic human resource analytics and employee commitment. These analyses were done with the aid of the Statistical Package for Social Science version 23.0. The result showed that diagnostics human resource analytics significantly influenced the measures of employee commitment used in this study. Based on the empirical findings, it was concluded that diagnostic HRA highly improved the commitment of the employees. The researchers thus recommend that management and the human resource managers of the deposit money banks in Nigeria should by all means implement functional diagnostic human resource analytics strategies obtain higher levels of commitment from their employees.

2025, Arquivos Brasileiros De Psicologia

Apresenta os resultados obtidos com uma amostra de 1.947 sujeitos universi• tários residentes nas cinco regiões geográficas do Brasil (Norte, Nordeste, Sul, Sudeste e Centro-Oeste), no que se refere à justa distribuição de lucros ou perdas entre dois participantes de uma empreitada comercial, sob diferentes condições de esforço, capacidade e necessidade. Replicou-se, assim, estudo semelhante conduzido na cidade do Rio de Janeiro, com o intuito de detectar eventuais diferenças regionais na preferência por três normas de justiça distributiva -eqüidade, igualdade e necessidade. Os resultados obtidos com a amostra nacional, incluindo dados sobre duas cidades pequenas na região Sudeste, foram extremamente semelhantes aos da amostra de sujeitos do Rio de Janeiro. Conclui-se, pois, pela generalidade dos achados originais, onde se evidenciou, principalmente, a preferência pela eqüidade, mas apenas quando esta regra promove distribuições iguais entre os membros da empreitada; quando a distribuição proporcional determina alocações desiguais de recursos, os sujeitos preferem a regra da igualdade. A norma da necessidade foi pouco escolhida pelos sujeitos. Os resultados são discutidos em termos das características psicossociais dos brasileiros, salientando-se a motivação à afiliação e a vontade de ser "simpático". * Artigo apresentado à Redação em 18.5.87. ** Técnicas do Programa de Psicologia Social do CBPP/ISOP/FGV e mestrandas em psicologia social no CPGP/ISOP/FGV. *** Responsável pelo Programa de Psicologia Social do CBPP/ISOP/FGV e professor nos cursos de Pós-Graduação em Psicologia do CPGP/ISOP/FGV. **** Técnica do Programa de Psicologia Social do CBPP/ISOP/FGV e mestra em psicologia social pela FGV. ***** Mestranda em psicologia social no CPGP /ISOP /FGV. Participaram da pesquisa

2025

The main purpose of the organizational behavioral discipline is to measure human behavior and make it manageable and so that this discipline can manage the effect that behaviors have created on the organization. Organizational behavior discipline focuses on the behaviors, decisions, perceptions and emotional responses of employees as a field of study of how people think, feel and reflect on their behaviors in and around the organization. In this context, the discipline of organizational behavior is about how individuals and groups are related to each other in the organization and to their colleagues in other organizations. Therefore, organizational behavior researchers systematically examine these issues at the level of individuals, groups and organizations (McShane ve Glinow, 2016:4).

2025, Journal of emerging technologies and innovative research

Whistle-Blowing is often assumed to be a pro-social behavior as it is a part of an effort to eliminate corruption. It is in the interest of the public to give whistle-blowers legal protection so that they can speak out if they find malpractice in an organization. Whistle Blower Protection Act 2011 is one such initiative. But these policies are just the first step and not a panacea for all ethical dilemmas faced by the whistleblowers. This paper examines factors influencing whistle-blowing, using survey data collected by the authors. Seven factors have been tested in this study using three research hypotheses. Several tests from SPSS have been applied and it was concluded that there is a significant impact of factors on the decision to blow the whistle and fear of retaliation more negatively affect women than men and it was also shown that health issues as a factor of whistleblowing more negatively affect Upper Age group than Lower & Middle Age Group.

2025, Management and administrative practices in a globalized economy conference proceeding, Faculty of Management Sciences, University of Calabar.

ABSTRACT
This study examined heightening health service quality in Nigeria. It was motivated by the abysmal nature of the quality of health services provided by most public and private health services providers in the country leading to service failures in the sector. The study objectives were to investigate service failures, their causes and service recovery mechanisms as well as strategies that could reduce service quality of health services in Nigeria. In the study, we conducted empirical review of extant literature to determine the causes of these failures and the way forward in order to ameliorate them. Findings of the study revealed the existence of service failures caused by: rude staff, medical errors, corruption, and government’s failure to provide the required resources to support healthcare sector, amongst others. Also, we found that for the Nigerian healthcare consumers to be satisfied, service recovery mechanisms such as: compensation for the loss incurred, apology for the service failure experienced, and explanation of what caused the service failure provided by health services organisations to their customers. The study concluded that healthcare customers in Nigeria are not satisfied due to poor service quality and inadequate service recovery. Thus, it was recommended that health service providers and their employees should practice health service strategies needed to prevent service failures. The government on its own part should pay more attention to health infrastructure and motivating healthcare professionals and employees, particularly in the primary healthcare sector, most of which are dilapidated. Finally, governments at all levels among other problems should ensure that they eradicate corruption in the Nigerian health sector.

2025, International Journal of Academic Research in Business and Social Sciences

The main purpose of this study is to examine the role of organizational justice on job performance of employees in a selected private manufacturing company in Malaysia. This study which empirically examined the direct effect of perceived distributive, procedural and interactional justice on job performance employed a quantitative research method and involved a total of 142 respondents. Prior to actual study, a pilot study was conducted in order to assess the reliability and appropriateness of the measurements used. The data gathered was analysed by using SPSS Version 23. The research finding showed a positive association between distributive, procedural and interactional justice on employees' job performance. The findings also showed that distributive justice tend to be the strongest contributor of employees' job performance compared to procedural justice and interactional justice. Theoretical discussion, practical implications, limitations of the study and suggestions for future research were also being discussed.

2025, The International Journal of Academic Research in Business and Social Sciences

Previous researchers have paid significant attention to the effect of employees’ perceived fairness on organizational commitment. However, only few have specifically examined the employees’ perceived fairness on the performance appraisal system practiced in the organizations. Drawing upon the Equity Theory and Social Exchange Theory, this study specifically investigated the relationship between employees’ perceived fairness of performance appraisal (procedural justice, distributive justice, and interactional justice) and their commitment towards organization. The instruments used to measure the variables have been adapted from the previous researchers. A pilot study has been carried out in determining the suitability of the instrument and the research. This research used the probability sampling technique that is simple random sampling. Out of 155 questionnaires that have been distributed to the non-executive employees in Malaysia’s oil and gas industry, only 108 have been completed...

2025, edulearn.intelektual.org

This study analyzes the influence of locus of control and supervision channeled to an organization as a whole on organizational commitment and examines and describes the influence of locus of control and supervision on organizational commitment. The instrument uses questionnaires. The sample is determined by proportional stratified random sampling. From 268 teacher samples from 33 public junior high schools in Tangerang Regency, data analysis used structural equation modeling (SEM). The findings show that locus of control and supervision significantly affect organizational commitment, and locus of control significantly affects supervision. These findings prove that the locus of control and supervision of teachers can act as indicators of organizational commitment. The practical implication of this research is to provide knowledge and information for teachers and school management to increase organizational commitment by applying the concepts of locus of control and teacher supervision.

2025, International Journal of Academic Research in Business and Social Sciences

The study is carried out in order to investigate the relationship of distributive, procedural and interactional justice on the readiness to change of employees working in telecom sector in the presence of employee trust as the mediator. The aim of the study is to find a correlation between organizational justice and readiness to change. The sample was carried from the employees working in telecom sector. The sample was carried from 309 employees. Previously used scales for the measurement of variables was carried out. The results of linear regression predicted that some factors of organizational justice are strong predictor of readiness to change.

2025, African Journal of Advanced Pure and Applied Sciences (AJAPAS

Medicinal plants are widely used in Libya for the prevention and treatment of diseases, but they may be
contaminated with heavy metals due to environmental pollution and human activities. Therefore, this study was
conducted to estimate the concentration of cadmium, lead, and arsenic in palm of Mary and Lady's Mantle
available in herbal medicine shops in Tripoli. The focus was on the most commonly used types by consumers.
Four random samples were collected from herbal medicine shops in Tripoli. To determine the concentration of
cadmium, lead, and arsenic in the samples, they were digested using the dry ashing method. The concentration of
the elements was determined using a graphite furnace atomic absorption spectrometer (GFAAS). The results
showed that the concentration of cadmium in all samples, regardless of their source, did not exceed the permissible limit of 0.3 mg/kg set by the World Health Organization (WHO). The concentration of lead and arsenic in all
samples was below the limit of detection.

2025, African Journal of Advanced Pure and Applied Sciences (AJAPAS)

act
Medicinal plants are widely used in Libya for the prevention and treatment of diseases, but they may be
contaminated with heavy metals due to environmental pollution and human activities. Therefore, this study was
conducted to estimate the concentration of cadmium, lead, and arsenic in palm of Mary and Lady's Mantle
available in herbal medicine shops in Tripoli. The focus was on the most commonly used types by consumers.
Four random samples were collected from herbal medicine shops in Tripoli. To determine the concentration of
cadmium, lead, and arsenic in the samples, they were digested using the dry ashing method. The concentration of
the elements was determined using a graphite furnace atomic absorption spectrometer (GFAAS). The results
showed that the concentration of cadmium in all samples, regardless of their source, did not exceed the permissible it of 0.3 mg/kg set by the World Health Organization (WHO). The concentration of lead and arsenic in all
samples was below the limit of detection.

2025

Bu calisma, orgutsel baglilik konusunda yazilmis yuksek lisans tezlerinin bibliyometrik analiz yontemi yoluyla incelenmesini amaclamaktadir. Calismadaki tezler 2014-2019 yillari arasinda yogunlastigindan, bu yil araligi secilmis ve belirli parametreler dogrultusunda incelenmistir. Bu parametreler; ‘tezlerin erisim izni durumu’, ‘tezlerin yazildigi dil’, ‘tezlerin yayinlandigi yillar’, ‘tez yazarlarinin cinsiyeti’, ‘tez danismanlarinin unvani’, ‘tezlerin yayinlandigi universite’, ‘tezlerde ele alinan konu’, ‘tezlerin yayinlandigi anabilim dali’, ‘tezlerin sayfa sayisi’, ‘tezlerin arastirma yontemi’ ve ‘tezlerin orneklem buyuklugu ortalamasidir’. Calismada elde edilen veriler SPPS 23 istatistik programina aktarilarak, verilerin frekans ve yuzde analizleri yapilmistir. Yapilan analizler sonucunda tezlerin en cok Turkce dilinde yazildigi, yillara gore tez adetleri incelendiginde, en fazla tezin 2018 yilinda yazilmis oldugu, konu ile ilgili tezlerde daha cok kadin yazarlarin yer aldigi, ...

2025, Pamukkale University Journal of Social Sciences Institute

Bu çalışma ile algılanan örgütsel destek, örgütsel adalet algısı, öz kendilik değerlendirmesinin psikolojik sermayenin öncülleri olup olmadığı araştırlmıştır. Bu kapsamda çalışmada çalışanların; örgütsel destek algılarının psikolojik sermaye, örgütsel adalet algılarının psikolojik sermaye ve öz kendilik değerlendirmelerinin psikolojik sermaye üzerindeki etkisi sorgulanmıştır. Bu kapsamda Ankara İlinde iki Bakanlığa ait kurumlardaki 326 kamu çalışanı üzerinde yapılan araştırmada örgütsel destek, örgütsel adalet algısı ve öz kendilik değerlendirmesinin psikolojik sermayeyi istatistiksel olarak olumlu yönde etkilediği ve psikolojik sermayenin öncülleri olduğu tespit edilmiştir.

2025, Examining the Relationship between Organizational Justice, Job Security, and Organizational Citizenship Behavior in the Jordanian Banks: A Structural Equation Modeling Perspective

The purpose of this study was to investigate the relationship between distributive justice, procedural justice, interactional justice, job security, and organizational citizenship behavior. Data was collected from 382 employees from the largest six Jordanian banks listed in Amman Stock Exchange, and structural equation modeling (SEM) was employed, using Analysis of Moment Structure (AMOS) Version16, to assess measures and test the relationships of the hypothesized model. The goodness of fit results of the hypothesized model indicated that the model achieved acceptable fit for the criteria. The findings of the study revealed that all path coefficients from distributive justice, procedural justice, and interactional justice to job security, and from job security to organizational citizenship behavior were significant and in the expected positive direction. The study provided evidence linking the three dimensions of organizational justice to job security and to organizational citizenship behavior. Such insights can help bank management better formulate their strategies and develop programs to improve the organizational citizenship level and enhance the employees feeling of job security.

2025, IOSR Journal Of Humanities And Social Science

2025, The Journal of Social Sciences Research

Grounded on the social exchange model, the authors theorized the intermediating part of job satisfaction and trust in supervisors by linking it with justice and OCB in service sector, especially Hospital industry of Pakistan. Structual equation modeling is performed to analysze the data collected from 346 health care workers in Pakistan. Results revealed that procedural, distributive, and interactional justice are positively related to citizenship behavior. Furthermore, trust in supervisor and job satisfaction mediates the relationship between justice and citizenship behavior. The future research and theoratical implications of these findings are discussed.

2025, V. INTERNATIONAL HALICH CONGRESS ON MULTIDISCIPLINARY SCIENTIFIC RESEARCH

2025, Jurnal Manajemen dan Kewirausahaan

This study aims (1) to determine the effect of organizational justice and Organizational Citizenship Behavior (OCB) on employee performance. ( ) to determine the effect of organizational justice on employee performance. (3) to determine the effect of Organizational Citizenship Behavior (OCB) on employee performance. The population in this study were 115 employees of the Kendari City Search and Rescue Agency. Because the population is more than 100, the sample size is determined using the Taro Yamane Formula so that a sample of 53 employees is obtained. Data collection methods used in this study were interviews and questionnaires. Furthermore, the data were analyzed using the multiple linear regression analysis method. The results of the analysis show that simultaneously organizational justice and organizational citizenship behavior (OCB) have a positive and significant effect on employee performance. Partially, organizational justice has a positive and significant effect on employee performance. And partially Organizational Citizenship Behavior (OCB has a positive and significant effect on employee performance.

2025, Jurnal Manajemen dan Kewirausahaan

This study aims (1) to determine the effect of organizational justice and Organizational Citizenship Behavior (OCB) on employee performance. (2) to determine the effect of organizational justice on employee performance. (3) to determine the effect of Organizational Citizenship Behavior (OCB) on employee performance. The population in this study were 115 employees of the Kendari City Search and Rescue Agency. Because the population is more than 100, the sample size is determined using the Taro Yamane Formula so that a sample of 53 employees is obtained. Data collection methods used in this study were interviews and questionnaires. Furthermore, the data were analyzed using the multiple linear regression analysis method. The results of the analysis show that simultaneously organizational justice and organizational citizenship behavior (OCB) have a positive and significant effect on employee performance. Partially, organizational justice has a positive and significant effect on employee...