Justice Perception and Work Engagement among Teachers: Study of Govt. Business and Commerce Schools of Sindh
DOI:
https://doi.org/10.61841/7f03nm24Keywords:
Organizational Justice, Procedural Justice, Faculty, Public Sector, Sindh, PakistanAbstract
The objective of this study was to empirically investigate the impact of Justice Perception on Work Engagement. In order to substantiate the rationale of the study, the data was gathered making the permanent faculty members as respondents of the study engaged in various Business and Commerce Schools/Institutes of Sindh. Cross sectional survey based study has used an adopted data collection instrument to collect the data from 300 faculty, using Krejice and Morgan (1970) sample size for the study was determined. Probability sampling technique was used to target the accessible population. Applying the self determination theory (Deci & Ryan, 1985) and using deductive approach the formulated hypotheses were tested. Using multiple linear regression analytical technique the hypotheses were tested. The results revealed that Distributive Justice, and Interactional Justice and Significant and positive Impact on Employee Engagement. Whereas the Procedural Justice did not show any impact on work engagement. The outcome of the study significantly recommends that if the fairness in distribution, and treatment is uphold the employees dedication toward the job will be increased.
Downloads
References
1. Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267–299). New York: Academic Press.
2. Afridi, A. A., & Baloch, Q. B. (2018). The Effect of Organizational Justice on Job Satisfaction: a Comparative Study of Public and Private Universities of Khyber Pakhtunkhwa. Abasyn Journal of Social Sciences (11), (1).237-253
3. Akram, T., Lei, S., Haider, M. J., & Hussain, S. T. (2020). The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing. Journal of Innovation & Knowledge, 5(2), 117–129. doi:10.1016/j.jik.2019.10.001
4. Alvi, A.K., & Abbasi, A.S. (2012). Impact of organizationalJustice on employee management in banking sector of Pakistan. Middle-East Journal of Scientific Research, 12(5), 643–649.
5. Ambrose, M. L. (2002). Contemporary justice research: A new look at familiar questions. Organizational Behavior and Human Decision Processes, 89(1), 803–812. doi:10.1016/s0749-5978(02)00030-4
6. Ashraf, M., Vveinhardt, J., Raheem Ahmed, R., Streimikiene, D. and Ahmed Mangi, R., (2018). Exploring Intervening Influence of Interactional Justice between Procedural Justice and Job Performance: Evidence
from South Asian Countries. Amfiteatru Economic, 20(47), 169-184.
doi: https://doi.org/10.24818/ea/2018/47/169
7. Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. doi:10.1108/13620430810870476
8. Bies, R.J, & J.S. Moag, (1986). Interactional justice: Communication criteria of fairness. In R.J. Lewicki,
B.H. Sheppard and B.H. Bazerman, (Eds.). Research on Negotiation in Organizations, 1: 43-55
9. Cahyani, K. (2020). The Effect of Perceived Support On Organizational Citizenship Behaviour : The Mediating Role of Organizational Justice and Job Satisfaction: Case Study on A Public Institution in Indonesia. SSRN Electronic Journal. doi:10.2139/ssrn.3578234
10. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure.
Journal of Applied Psychology, 86(3), 386–400
11. De Cremer, D. (2005). Procedural and distributive justice effects moderated by organizational identification. Journal of Managerial Psychology, 20(1), 4–13. doi:10.1108/02683940510571603
12. Krings, F., & Facchin, S. (2009). Organizational justice and men's likelihood to sexually harass: The moderating role of sexism and personality. Journal of Applied Psychology, 94(2),
501.doi: https://doi.org/10.1037/a0013391
13. Ghaderi, S., Saidat, A., & Shams Mourkani, G.H. (2012). A study of the relationship between perception of organizational justice and work engagement among Isfahan high school teachers. Journal of New Educational Approaches, 7(1), 49–72.
14. Ghosh, P., Rai, A., & Sinha, A. (2014). Organizational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel Review, 43(4), 628–652.
15. González-Romá, V., Schaufeli, W. B., Bakker, A. B., & Lloret, S. (2006). Burnout and work engagement: Independent factors or opposite poles? Journal of Vocational Behavior, 68(1), 165–174. doi:10.1016/j.jvb.2005.01.003
16. Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. The Academy of Management Review, 12(1), 9. doi:10.2307/257990
17. Gülbahar, B. (2017). The Relationship between Work Engagement and Organizational Trust: A Study of Elementary School Teachers in Turkey. Journal of Education and Training Studies, 5(2), 149. doi:10.11114/jets.v5i2.2052
18. Herr, R. M., Almer, C., Bosle, C., & Fischer, J. E. (2019). Associations of Changes in Organizational Justice with Job Attitudes and Health—Findings from a Prospective Study Using a Matching-Based Difference-in-Difference Approach. International Journal of Behavioral Medicine, 27(1), 119–135. doi:10.1007/s12529-019-09841-z
19. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
20. Karkoulian, S., Assaker, G., & Hallak, R. (2016). An empirical study of 360-degree feedback, organizational justice, and firm sustainability. Journal of Business Research, 69(5), 1862–1867. doi:10.1016/j.jbusres.2015.10.070
21. Krejcie, R. V., & Morgan, D. W. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement, 30(3), 607–610. doi:10.1177/001316447003000308
22. Leventhal, G. S. (1976). The distribution of rewards and resources in groups and organizations. In L. Berkowitz & W. Walster (Eds.), Advances in experimental social psychology (Vol. 9, pp. 91-131). New York: Academic Press
23. Pan, X., Chen, M., Hao, Z., & Bi, W. (2018). The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment. Frontiers in Psychology, 8. doi:10.3389/fpsyg.2017.02315
24. Ohiorenoya, J. O., & Eguavoen, E. O. (2019). Influence of Organizational Justice on Employee Engagement in Tertiary Institutions in Edo State, Nigeria. European Scientific Journal ESJ, 15(28). doi:10.19044/esj.2019.v15n28p56
25. Ozsahin, M., & Yurur, S. (2019). Does organizational justice increase or decrease organizational dissent.
Press academia, 6(1), 1–8. doi:10.17261/pressacademia.2019.1017
26. Rothbard, N.P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles.
Administrative Science Quarterly, 46, 655–684. doi:10.2307/3094827
27. Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. doi:10.1108/02683940610690169
28. Salanova, M., Agut, S., & Piero´, J.M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217–1227.
29. Schaufeli, W., & Bakker, A.B. (2004). Job demands, job resources and the relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
30. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire. Educational and Psychological Measurement, 66(4), 701–716. doi:10.1177/0013164405282471
31. moderator. African Journal of Business Management, 5(10), 3986-3994.Tatum, B. C., & Eberlin, R. J. (2006). Organizational justice and conflict management styles. International Journal of Conflict Management, 17(1), 66–81. doi:10.1108/10444060610734181
32. Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. L. Erlbaum Associates.Viseu, J., Rus, C. L., & de Jesus, S. N. (2015). How do organizational justice and health influence teachers’ work engagement? The mediating role of positive psychological capital and job satisfaction. European Health Psychologist, 17(4), 165-173.
Downloads
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
