Purpose The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective commitment and innovative behavior (IB). The mediating role of POS is tested within the relationship of justice dimensions, affective commitment and IB. Design/methodology/approach Data for this research were collected from 367 managerial and executive employees working in manufacturing and IT sector firms in Pakistan. Structural equation modeling was utilized to test hypothesized relationships. Findings Results indicate that organizational justice (distributive, procedural and interactional justice), innovative organization culture and POS are significantly related to affective commitment and employees’ IB. The findings also showed that organizational justice stimulates employees’ affective commitment and IB through mediating POS as well as directly. Research limitations/implications The main limitation of this study is its cross-sectional design and self-reported questionnaire data. This study is also limited to manufacturing and IT sector in Pakistan. Therefore, other sectors and geographical locations could be chosen for future research using a bigger sample size. Originality/value This study makes important theoretical contributions using social exchange theory. It also expands the research in the area of organizational justice dimensions, organizational culture and POS as antecedents of affective commitment and IB. This study is an exceptional investigation of justice, organization culture, POS, commitment and IB in the Pakistan cultural context.
Employee cheating at the workplace has reached epidemic proportions and is putting a significant dent on the revenues of corporations. This study evaluates workplace cheating behavior as a consequence of supervisor bottom-line mentality with performance pressure as the mediating mechanism. Most importantly, it scrutinizes the moderating function of negative reciprocity belief in the relation between bottom-line mentality, performance pressure, and cheating in a moderated-mediation model, through the lens of displaced aggression theory. We systematically conduct time-lagged studies in two different populations (Pakistan and United States). Data analysis reveals that (1) bottom-line mentality positively influences workplace cheating behavior through performance pressure and (2) negative reciprocity moderated this indirect relationship. Theoretical and practical implications are discussed.
While banks may change their credit supply due to bank balance-sheet shocks (the local lending channel), fi rms can react by adjusting their sources of fi nancing in equilibrium (the aggregate lending channel). We provide a methodology to identify the aggregate (fi rm-level) effects of the lending channel and estimate the impact of banks' ability to securitize realestate assets on credit supply for non real-estate fi rms in Spain over 2000-2010. We show that fi rm-level equilibrium dynamics nullify the strong local (bank-level) lending channel of securitization on credit quantity for fi rms with multiple banking relationships. Credit terms however become softer, but there are no real effects. Securitization implies a credit expansion on the extensive margin towards fi rst-time bank clients, which are more likely to default. Finally, the 2008 securitization collapse reverses the local lending channel.
Purpose Unethical pro-organizational behavior (UPB) is one of the major reasons behind high-profile financial frauds in the recent past. This study aims to explore how an exclusive focus on financial outcomes, i.e. supervisor bottom-line mentality (BLM) leads to UPB among employees and highlights the critical role of self-regulation impairment and perceived employability in the process. Drawing on self-regulation theory, this study examines how BLM and perceived employability interactively impact self-regulatory strength, which ultimately influences UPB. Design/methodology/approach The theoretical model is tested through a time-lagged field study of 171 employees and hypothesis testing in SPSS PROCESS Macros. Findings Results suggest that self-regulation impairment mediates a positive relationship between supervisor BLM and employee UPB and perceived employability moderates this indirect association between BLM and UPB, wherein the indirect positive relationship is stronger when perceived employability is low (than high). Originality/value This study contributes to the BLM and UPB literature by identifying the critical role of perceived employability and suggesting that UPB is an impulsive action rather than an intentional move.
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