Impact of organizational justice on employee engagement: The mediating role of organizational trust

Mubashar, Tahira; Musharraf, Sadia; Khan, Soulat; Butt, Tayyab Ali

doi:10.1080/23311908.2022.2080325

Cited by 9 publications

(4 citation statements)

References 29 publications

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“…Leaders must guarantee that employees get along to work efficiently, so employees will enjoy working with peers. Employees obey leaders because they trust them 19,20 . Leaders with high morals and ethical actions are greatly affected.…”

Section: Discussionmentioning

confidence: 99%

The Mediating Role of Organizational Commitment between Leadership Style and Employee Job Performance

Junaid¹,

Rafique²,

Nasir³

et al. 2023

PJMHS

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Background: Job performance is a positive emotional condition caused by job appraisal. Poor leadership in industries causes employee dissatisfaction and turnover. Aims: To explores the relationship between transformational and transactional leadership styles and professional performance in the commercial textile sector in Lahore, Pakistan using organizational commitment as a mediator. Study design: Cross-sectional Place and duration of study: University of Lahore from 1st June 2019 to 31st December 2019. Methodology: The structured questionnaire items were answered by 300 participants on a 5-point Likert scale. Result: Most of the participants were males over 30 years and had a bachelor's degree. Most of the respondents had more than five years of experience and were managers. The results showed that the organizational commitment of employees did have mediating effect on the relationship between transformational and transactional leadership styles and job performance. Conclusion: Organizational commitment mediates leadership style and employee performance in this study. Any organization can benefit from a leadership style that can alter with the team's demands. A leader's example is essential for enforcing power. Leadership must emphasize job satisfaction and long-term employee engagement to keep employees satisfied and committed. Keywords: Leadership style, Transformational leadership, Transactional leadership, Job performance,

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Section: Discussionmentioning

confidence: 99%

The Mediating Role of Organizational Commitment between Leadership Style and Employee Job Performance

Junaid¹,

Rafique²,

Nasir³

et al. 2023

PJMHS

View full text Add to dashboard Cite

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“…The results of research conducted by Moliner et al (2008), as cited in Strom et al (2013) found that one of the antecedents of work engagement is organizational justice. Organizational justice is defined as a subjective perception of justice in organizations that is reflected in various aspects of employee work life, such as perceptions of fairness in the distribution of resources and decision-making (Mubashar et al, 2022). According to Folger and Cropanzano (1998) and Herr et al (2018) organizational justice is related to the company's condition, leading individuals to believe that employees are treated fairly which includes procedural justice, which refers to the perceive of fairness about the mechanisms used to allocate outcomes; distributive justice, which refers to fairness regarding outcome distributions, and interactional justice that deals with fairness regarding interpersonal treatment.…”

Section: A R T I C L E I N F O Abstractmentioning

confidence: 99%

The role of organizational justice as mediator in the relationship between Islamic work ethics and work engagement

Nindyati,

Ulfia

2024

Humanitas

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This research aims to examine organizational justice's role as a mediator in the association between Islamic work ethic and work engagement among Sharia Bank employees. The respondents were 86 employees of Sharia Bank in Jakarta. The hypothesis was examined through a mediation test that involved four steps, including three simple regression and multiple regression. The results showed that organizational justice meditates the relationship between Islamic work ethic and work engagement among Sharia Bank employees. Employees who strongly uphold Islamic work ethics will have a positive perception of organizational justice, which, in turn, leads to higher engagement with their work. These findings have implications on how organizations can enhance employees' work engagement by promoting employees' positive perception of organizational justice.

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“…The analyses conducted to date examined the organizational justice-engagement correlation. More complex models have shown significant indirect effects of organizational justice dimensions on work engagement [25].…”

Section: Literature Reviewmentioning

confidence: 99%

<em>And Justice for All.</em> Organizational Justice – a Coherent Path to Organizational Sustainability

Sygit-Kowalkowska,

Piotrowski,

Chybicka

et al. 2024

Preprint

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Job characteristics shape organizational sustainability, conferring tangible benefits to employees. Job characteristics shape attitudes toward work, such as satisfaction and engagement, and are related to the well-being and health of employees. The aim of the study was to determine and describe the role of work engagement and support at work in the relation between selected job characteristics (organizational justice, job control, and role clarity) and self-rated health. The study was conducted on a sample of 368 employees representing various industries. The study used: Utrecht Work Engagement Scale (UWES), Organizational Justice Survey, Coworker Support Scale, Supervisor Support Scale, Role Clarity Scale, Job Control Scale. Cantril ladder was used to measure self-rated health. The presented study established the importance of lower scores on the UWES subscale: dedication as a significant moderator of the examined correlations. In relation to the correlation: justice and its dimensions, and self-rated health, support from supervisors showed a greater effect than that from coworkers. The conducted study expands knowledge on the formation of employees' self-rated health through the sense of justice experienced within the organization. The results obtained are applicable to organizational practice. This finding highlights the importance of supporting organizational justice, which contributes to employee well-being (particularly when combined with high levels of work engagement and supervisor support) and ultimately increases organizational sustainability. Further research can be continued taking into account the limitations of the previous procedure of selecting people for the study and the measurement tools used.

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Impact of organizational justice on employee engagement: The mediating role of organizational trust

Cited by 9 publications

References 29 publications

The Mediating Role of Organizational Commitment between Leadership Style and Employee Job Performance

The Mediating Role of Organizational Commitment between Leadership Style and Employee Job Performance

The role of organizational justice as mediator in the relationship between Islamic work ethics and work engagement

<em>And Justice for All.</em> Organizational Justice – a Coherent Path to Organizational Sustainability

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