Mediating Effects of HRM Practices in Organizational Justice on Innovative Work Behavior among the Hotel Industry of Pakistan

Abstract

Justice is an important element in any organization. Innovative work behavior and Human ResourceManagement practices (HRMPs) are affected by organizational justice (Distributive, Procedural, Interpersonal & informational). For this paper distributive justice is selected as an independent variable. The purpose of this paper is to explore the mediating effect of HRM practices in organizational justice on innovative work behavior among the hotel industry of Pakistan. In total, 151 personnel were selected from 21 hotels from different cities of Pakistan. The survey instrument was adapted for collecting data. Top/middle management is selected for this study, therefore, convenience and purposive sampling technique is adopted Findings were drawn using descriptive analysis, bivariate correlation, linear regression; and mediation was tested by using Prof.Hayes model 4 by using SPSS version 25. Results revealed that organizational justice is significantly related to the innovative work behavior of employees & HRMPs significantly mediated. Findings of this study suggested that distributive justice is an important factor for creating innovative work behavior of employees. Further the top/middle management with higher organizational justice is taken to create new ideas with innovation which can be beneficial for the hotels and employees. The study provides essential information about the impact of distributive justice on innovative work behavior of employees of the hotel industry. The outcomes of this research are expected to improve further research and literature on organizational justice, HRM practices and innovative work behavior.

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

“…In mediation scenario (HRMP) are positively mediating between distributive justice and innovative work behavior of employees. Flint and Haley (2013), Ghosh, Sekiguchi, and Gurunathan (2017) Ismail (2019; Leelamanothum, Na-Nan, andNgudgratoke (2018), andMaslach, Schaufeli, andLeiter (2001) supported the current study. The distributive justice, innovative work behavior and human resource management practice should be the most integral part of the organization.…”

“…The outcome of the current study is different from the previously conducted studies in the same field. But there are also some previous studies conducted on the impact of organizational justice and employee positive behavior that include the study conducted by Gozukara et al (2016), Ismail (2019), indicated a negative relationship between distributive justice and innovative work behavior.…”

دراسة العلاقة بين العدالة التنظيمية والاستقواء فى أماكن العمل

“…So There are many research study the relationship between ethical behavior of employees and organizational justice. Therefore, in this research, the researcher analyzes previous studies that dealt with the relationship between organizational justice and its relationship to bullying behavior in the workplace, By presenting the previous studies for each of the research variables, and the studies that dealt with the relationship between organizational justice and bullying in the workplace, Finally the researcher concluded that organizational justice helps in reduce negative behaviors within the workplace because of its clear impact on individuals, and these conclusions have been received A lot of support in some studies that showed that organizational justice helps in reduce the emergence of bullying within the workplace, which explains the importance of research and its role in improving the work environment, working to achieve organizational justice, and establishing organizational (e.g.,Colquitt 2001;Chou, 2009;Walumbwa et al, 2009;Mourssi-Alfash, 2014;Ghosh & Sinha,2014;Wan, 2016;Al-A'wasa, 2018;Alkhadher & Gadelrab, 2016;Ismail, 2020;Malla & Malla, 2022;Knezović & Neimarlija, 2022)…”