The purpose of this study is to test the mediation role of women’s psychological empowerment on the relationship between structural empowerment and employee’s affective commitment. Organizational commitment leads to numerous positive consequences for an organization. So, it is vital to identify those factors which affect the commitment of employees. Previous research has demonstrated strong relationship between structural empowerment and psychological empowerment and commitment but not a single study examines all these in one study in Indian nursing context. In this cross-sectional study, the data were collected from 389 women nurses working in public and private hospitals operating in Punjab by adopting a multi-stage random sampling technique. Results of the study depicted that psychological empowerment mediates all the proposed relationship between different dimensions of structural empowerment and affective commitment. Indian nurses experienced high level of structural empowerment which further leads to high commitment. Results of the present study showed that in order to have a harmonious environment in the organization, it is important to create such an environment which foster psychological empowerment among employees as it has many attitudinal (job satisfaction, organizational commitment, job strain and turnover intension) and behavioural (organizational citizenship behaviour, task performance and innovation) consequences.

Purpose The purpose of this study is to develop and test a model on antecedents and consequences of employee engagement in the context of information technology (IT) employees. Design/methodology/approach In this descriptive research, the data were collected from 432 employees working in IT companies operating in India. The authors performed structural equation modeling to test the proposed relationships. Findings The results of this study indicate a positive effect of perceived procedural justice, perceived distributive justice and perceived organizational support on employee engagement. Further, the results of this study show a positive effect of employee engagement on employees’ organizational commitment (OC) and a negative effect on employees’ turnover intentions. Research limitations/implications As this study uses self-reported and cross-sectional research design to collect the data, therefore, it limits the generalizations of the results. Practical implications The findings of this study can be beneficial for the senior managers and human resources functionaries by examining the antecedents and consequences of employee engagement. Originality/value To the best of the authors’ knowledge, this study is one of the few studies that have examined the mediating role of employee engagement on the relationship among organizational justice, organizational support, OC and employee turnover intentions.

The present study examines the mediating role of perceptions of organizational politics on the relationship between leader-member exchange and perceptions of organizational justice. With the help of multi-stage random sampling technique, data was collected from 493 faculty members who were working in public sector universities of Punjab. Structural Equation Modeling (SEM) was applied to test the proposed hypothesized relationships. Results of the structural equation modeling analysis demonstrated that employees who are part of in-group have higher levels of perceptions of organizational politics but lower levels of perceptions of organizational justice. Furthermore, employee who perceives high degree of organizational politics has shown lower levels of perceptions of organizational justice. Results of the study postulated that for more positive perceptions of organizational justice among the employees a leader should develop a high quality relationship with more employees by limiting the usage of more political behavior within the organization. This study is one of its type in Indian context as we find no empirical evidence which examines the effect of quality of leader-member exchange relationship on the perceptions of organizational justice which is being mediated through the perceptions of organizational politics of faculty members.

PurposeThe personality of an individual plays a vital role in the way an individual perceives organizational politics and justice in the workplace. However, there is meager research on how an individual's personality affects the perceptions of organizational politics and justice. This study endeavors to fill this gap by analyzing the mediating role of organizational politics perceptions on the relationship between Big Five personality dimensions and organizational justice by controlling various demographic variables. The study also proposes a benchmarking model that the policymakers can use to create positive organizational justice perceptions.Design/methodology/approachIn this cross-sectional research, the data were collected through a multi-stage random sampling technique from 493 faculty members working in four public universities of Punjab, India. Out of 493 employees, 76.9% of the employees were assistant professors, 12.0% were associate professors and 11.2% were assistant professors. 51.5% of the employees were female, and 48.5% of the employees were male. To test the proposed hypothesized relationships, a structural equation modeling technique was used.FindingsResults of the structural equation modeling showed that openness to experience, conscientiousness and extraversion have a negative relationship with perceptions of organizational politics. However, their relationship with perceptions of organizational justice is positive. Neuroticism has a positive relationship with perceptions of organizational politics, whereas it has a negative relationship with perceptions of organizational justice. Results also showed that high perceptions of organizational politics have a negative effect on employee's perceptions regarding organizational justice. The mediation analysis results showed that perceptions of organizational politics mediate the relationship between an individual's personality and perceptions of organizational justice.Originality/valueThere is a scant amount of research available that considers Big Five personality dimensions and organizational politics as the antecedents of organizational justice. Hence, the current study tries to fill this research gap by proposing a research model on antecedents and consequences of perceptions of organizational politics based on the cognitive-affective processing system (CAPS).

Psychological empowerment plays a vital role in affecting the individual and organizational consequences. However, there is scant research on the antecedents and consequences of psychological empowerment despite being an essential variable in organizational studies. This study aims to fill this gap by examining the impact of structural empowerment and distributive justice on employee's commitment and citizenship behavior through psychological empowerment. A cross‐section research designed was used to collect the data from 389 nurses employed in public and private hospitals operating in Punjab, India. Out of these, 224 respondents were working in public hospitals, while 165 were of private hospitals. To test the proposed hypothesized relationships, Structural Equation Modeling (SEM) was applied. The findings of the study depicted that structural empowerment significantly impacts the affective commitment and organizational citizenship behavior through psychological empowerment. Findings of the multi‐group moderation analysis depicted that the majority of the hypothesized relationships showed no significant results. The results of the study proposed that rather than changing the individual characteristics, a leader should improve the structure of the organization and should provide access to structural empowerment, which ultimately leads to positive behavioral and attitudinal organizational consequences. This study examines the effect of structural empowerment and distributive justice on OCB and affective commitment, which is being mediated through the psychological empowerment of nursing professionals in healthcare settings of India.