Distributive Justice Towards Innovative Work Behavior with Mediating Effects of Human Resource Management Practices in The Hotel Industry of Pakistan

Abstract

Justice is an important element in any organization. Innovative work behaviour and Human Resource Management Practices (HRMPs) are affected by organizational justice (Distributive, Procedural, Interpersonal & informational). For this paper, distributive justice is selected as an independent variable. This paper aims to examine the mediating effect of HRM practices in distributive justice on innovative work behaviour among the hotel industry of Pakistan. In total, 223 personnel were selected from 34 hotels from different cities of Pakistan. The survey instrument was adapted for collecting data. Top/middle management is selected for this study. Therefore, the convenience and purposive sampling technique is adopted. Findings were drawn using descriptive analysis, bivariate correlation, linear regression, and mediation were tested using Prof.Hayes model 4 using SPSS version 25. Results of the study revealed that distributive justice is significantly related to the innovative work behaviour of employees working in hotels, and HRMPs mediates relationship. The findings of this study suggested that distributive justice is an important factor for creating employees' innovative work behaviour. Further, the top/middle management with higher distributive justice is taken to create new ideas with innovation, which can benefit the hotels and employees. The study provides essential information about the impact of distributive justice on the hotel industry's innovative work behaviour. The outcomes of this research are expected to improve further research and literature on distributive justice, HRM practices and innovative work behaviour.

Knowledge Sharing Memediasi Pengaruh Keadilan Organisasi Terhadap Perilaku Inovatif Karyawan Pada Industri Kerajinan Kayu

“…Perilaku kerja inovatif karyawan adalah perilaku motivasi yang didorong oleh pribadi individu itu sendiri oleh karena itu, diharapkan keadilan organisasi, dapat menjadi elemen dari proses motivasi yang mempengaruhi perilaku kerja inovatif (Pan et al, 2018)" Ketika karyawan menganggap mereka tidak diperlakukan secara adil oleh organisasi mereka, kesadaran atas kewajiban mereka terhadap organisasi dipengaruhi secara negatif serta kinerja dan sikap positif mereka terhadap pekerjaan cenderung menurun. Ismail et al (2020) menemukan hubungan yang positif antara perilaku kerja inovatif ketika tingkat keadilan distributif yang dirasakan dan keadilan prosedural yang dirasakan rendah. Knowledge Sharing dapat membantu individu untuk memperluas jangkauan pengetahuan individu mereka dan meningkatkan kemampuan pemecahan masalah serta hasil kerja mereka dengan cepat.…”