Organizational Justice, Leader Humility, and Service Employees’ Innovative Behavior in a Collectivistic Culture: The Case of Pakistan

Abbas, Wasim; Wei, Weiwei

doi:10.7819/rbgn.v23i1.4094

Cited by 3 publications

(3 citation statements)

References 137 publications

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“…Generally, humble leadership serves to enhance the positive effects of leader actions and characteristics. Humble leadership was also used to moderate the effects of organizational and team features such as organizational justice perceptions (Abbas & Wu, 2021), team leader humility (Peng et al, 2020), CSR (JWang, Zhang, et al, 2020), and informational faultlines (Yao et al, 2021). Humble leadership generally served to enhance the effects of these organizational and team features.…”

Section: Humble Leadership Theories and Nomological Netmentioning

confidence: 99%

Humble leadership: A review and synthesis of leader expressed humility

Kelemen

Matthews

et al. 2022

J Organ Behavior

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Recent academic research has proliferated around the construct of humble leadership. Humble leadership involves having an accurate view of oneself, recognizing the contributions of followers, and modeling teachability. Given the growing interest in this construct, we provide a review of the humble leadership literature. First, we clarify how humble leadership has been defined and measured in the current literature and discuss how it compares to moral-based leadership approaches. Second, we review the extant literature by examining humble leadership's theoretical and nomological network, highlighting the antecedents, outcomes, moderators, and mediators.Third, we provide an overview of key methodological strengths and weaknesses.Finally, we conclude by drawing upon our review of the literature to present directions for future research that will advance the understanding of humble leadership. In sum, our review highlights the key elements and findings of where humble leadership has been and indicates ways to drive this literature forward.

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Section: Humble Leadership Theories and Nomological Netmentioning

confidence: 99%

Humble leadership: A review and synthesis of leader expressed humility

Kelemen

Matthews

et al. 2022

J Organ Behavior

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“…Organizational fairness is a representation of the professional environment and has received attention in the field of organizational behavior, with its importance validated in the literature (Abbas & Wu, 2021). It contemplates a set of perceptions about justice in the individual's relationships with the organization and its members, that is, it contemplates individuals' perception of the degree of justice with which they are treated by organizational authorities (Akram et al, 2020).…”

Section: Organizational Fairness and Task Performancementioning

confidence: 99%

Organizational fairness and task performance: a study between different activities and positions in the justice sector

et al. 2023

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Purpose: This study analyzes the effects of organizational justice on the performance of tasks in the justice sector, divided by activity and position. Design/methodology/approach: We applied structural equations to a sample of 474 employees of the Public Prosecutor. Findings: A direct and positive effect of distributive justice and interactional justice on task performance was discovered. However, aspects of procedural justice do not have a significant relationship with task performance. The performance of non-core activities is positively influenced by interactional justice and the final activity by distributive justice. As for the positions, the interactional dimension has a significant magnitude in the position of analyst, while the distributive and procedural justice affect the performance of the technician's positions. Practical implications: These findings provide an understanding of how organizations can build their organizational structure between middle and end activities, to increase the perception of justice of their servers, and consequently improving the performance of activities. Originality: The article explores in an unprecedented way the perception of organizational justice in different work functions - the core activity and the non-core activity.

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“…Nonetheless, there seems to be a dearth of research that specifically determines how perceptions of OJ account for this relationship. Organizational justice appears to be an important predictor of desirable employee behaviors in collectivist cultures (Abbas & Wu, 2021). Moreover, Mujtaba and Shuaib (2010) noted that fairness is a key factor to motivate the performance of employees and raise their intention to stay in the organization.…”

Section: Introductionmentioning

confidence: 99%

The Role of Affective Commitment in Rewards Management: An Example From a Collectivist Country

Zantua,

Teng-Calleja,

Caringal-Go

2024

Compensation & Benefits Review

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This study examined how affective commitment influences the relationships among rewards management, organization justice, and turnover intent in a collectivist country. Data were gathered from 154 Filipino employees through an online survey. Moderated mediation using Haye’s PROCESS model was used for analysis. Results revealed that rewards management significantly predicts organization justice. Turnover intent was also directly predicted by rewards management and its relationship with rewards management was partially mediated by organization justice. Affective commitment significantly moderates the relationship between organization justice, rewards management, and turnover intent. Findings of this research contribute to both knowledge and organization practice by illustrating how turnover intent is reduced through effective and equitable management of rewards especially among employees with low levels of affective commitment to work organizations in a collectivist society.

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Organizational Justice, Leader Humility, and Service Employees’ Innovative Behavior in a Collectivistic Culture: The Case of Pakistan

Cited by 3 publications

References 137 publications

Humble leadership: A review and synthesis of leader expressed humility

Humble leadership: A review and synthesis of leader expressed humility

Organizational fairness and task performance: a study between different activities and positions in the justice sector

The Role of Affective Commitment in Rewards Management: An Example From a Collectivist Country

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