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Hartman, Sandra J.; Yrle, Augusta C.; Gallé, William P.

doi:10.1023/a:1006102216883

Cited by 42 publications

(12 citation statements)

References 27 publications

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“…This study also confirms the role of fairness as an important aspect of performance evaluation. Specifically, this study support Sweeney and McFarlin [20] and Hartman, Yale and Galle [12] who argue that distributive fairness forecasts job satisfaction better than procedural fairness does. While the results of this study show that procedural fairness has no direct effect on job satisfaction, this result also provides empirical evidence that confirms the study of Lau, Wong, and Eggleton [21] who suggest procedural fairness affect job satisfaction indirectly through another aspect.…”

Section: Resultssupporting

confidence: 80%

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Performance Measures and Job Satisfaction: The Role of Fairness

Lestari¹,

Setya²

2019

Proceedings of the First International Conference on Technology and Educational Science

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Employees tend to be more focus on a company's performance evaluation process, including the types of performance measures used by the company to measure its' employees performance. This is because the performance evaluation affects reward and compensation systems. The use of proper performance measures in the performance evaluation process would affect employees' performance, which in turn increasing the company's performance as a whole. It is expected that the use of financial and non-financial performance measures would affect job satisfaction. However, it is not clear whether this relationship is direct or not. The objective of this study is to investigate the mediating role of procedural and distributive fairness in the relationship between financial and non-financial performance measures and job satisfaction in the service industry. The data were collected from employees of accounting firms in Jakarta, Bogor, Depok, Tangerang, Bekasi, and Serang. Partial Least Square Structural Equation Modelling (PLS-SEM) was used to test the hypotheses. The results show that while the relationship between financial performance measures and job satisfaction is direct, the distributive fairness has a role in fully mediating the relationship between non-financial performance measures and job satisfaction in the service industry.

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Section: Resultssupporting

confidence: 80%

“…Employees' perception of their organizational fairness affects their work attitudes [11], such as job satisfaction [12]. Distributive fairness represents the perceived fairness of outcomes [9].…”

Section: Fairness and Job Satisfactionmentioning

confidence: 99%

Performance Measures and Job Satisfaction: The Role of Fairness

Lestari¹,

Setya²

2019

Proceedings of the First International Conference on Technology and Educational Science

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“…Ces résultats corroborent ceux des études antérieures (Hartman, Yrle et Galle, 1999 ;Schappe, 1996). Par contre, notre recherche n'a pu établir de lien entre le partage d'information et la justice interactionnelle.…”

Section: Discussion Et Conclusionunclassified

“…Ainsi, la compréhension des procédures dans un contexte particulier augmente la perception de justice (Dulebohn et Martocchio, 1998 ;Gopinath et Becker, 2000). Dans la même veine, recevoir des informations sur les procédures dans l'organisation contribuerait également à une meilleure perception de justice (Hartman, Yrle et Galle, 1999 ;Schappe, 1996).…”

Section: éTape 2 : L'effet Des Pratiques En Grh Sur La Justice Organiunclassified

Pratiques en GRH et engagement des employés

Simard¹,

Doucet²,

Bernard³

2005

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“…The third type of justice interactional justice does not have much attention as the previous to types. Although, distinction between procedural and distributive justice as distinct dimensions was well supported in the literature and in universities sitting [1]. In addition, there are two new dimensions appear recently "spatial and temporal justice" need more clarification and explanation.…”

Section: Conceptual Frameworkmentioning

confidence: 97%

The Effect of Demographic Factors on Organizational Justice and Intention to Leave in the Private Higher Education Sector in Egypt

Monged¹,

Raghab²,

Tantawi³

2019

OALib

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This study aimed to examine the impact and the relationship between organizational justice and the intention to leave and investigate the effect of demographic factors on study variables among the universities employees in Egypt. Organizational justice is explained as perceived fairness in terms of distributive justice, procedural justice, interactional justice, temporal justice and spatial justice at workplace. The study differs from other studies because of the research about employees working in private sector of higher education in Egypt. A hypothesized framework was developed and tested using stepwise multiple liner regression analysis on a sample of 438 academic staff and knowledge employees at different private universities were selected for survey and data were statistically tested by applying regression and correlation analysis. This study specifically, addressed the following questions: 1) What are the effects of organizational justice on the employees' intention to leave in the private higher education sector in Egypt? 2) What are the effects of the demographic factors on the organizational justice and intention to leave in the private higher education sector in Egypt? The results of this study suggest that the perceptions of high levels of organizational justice lead to decrease in the level of intention to leave. The originality of this study contributes to the intention to leave literature and managerial practice in Higher Education Institutions by providing empirical evidence for the effects of demographic factors on organizational justice and intention to leave. The results revealed to that all five justice dimensions and total organizational justice were negatively significant to intention to leave. It can be concluded that age, educational level, university type and experience show the significant differences in intention to leave. Otherwise, there are significant differences in organizational justice among gender, age and experience among the employees worked in the private higher education sector in Egypt.

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Untitled

Cited by 42 publications

References 27 publications

Performance Measures and Job Satisfaction: The Role of Fairness

Performance Measures and Job Satisfaction: The Role of Fairness

Pratiques en GRH et engagement des employés

The Effect of Demographic Factors on Organizational Justice and Intention to Leave in the Private Higher Education Sector in Egypt

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