Mediating Role of Perceived Fairness between Organizational Commitment, Organizational Trust and Work Engagement of Female Faculty Members of Public Sector Universities in Punjab, Pakistan

Abstract

Purpose: Ensuring the competitive advantages for female faculty members and to attain sustainable progress in rapidly transforming educational environment in the current era. 
 Design/Methodology/Approach: Structural Equation Modeling (SEM) has been applied by using MPlus Software. The construct in the Context of Pakistan is exploratory in nature.
 Findings: The study has examined the mediating relationship of fairness between organizational trust, organizational commitment and work engagement of female faculty members working in public sector universities of Punjab, Pakistan. 
 Implications/Originality/Value: It is necessary to explore the other suitable attributes of the relevant construct in the context of Pakistan. As the results remained not satisfactory and generalizability of the results is not possible.

Organizational Commitment, Psychological Capital, and Job Burnout among Teachers: Closer Focus on Job Sector

“…Chughati and Perveen (2013) reported that results demonstrate that, in comparison to teachers at private schools, government school teachers are typically more adaptable and content with their job hours and working conditions. Similarly, many researchers have individually explored the study variable among employees such as (Khan et al, 2022) explored the mediating role of perceived fairness between organizational commitment, organizational trust, and work engagement of female faculty (Khan et al, 2010) explored the impacts of organizational commitment on employee job performance.…”

Tacit Knowledge Sharing in Micro, Small, and Medium-Sized Enterprises: Antecedents and Its Mediators

“…This study develops the results of previous research which state that justice is an important issue based on ethical perceptions in exchange relationships and emphasizes one's perception of the task tasks that belong to someone else (Caldwell & Ndalamba, 2017;Primeaux et al, 2003). To increase commitment in the organization, justice becomes an antecedent to employee behavior or attitudes at work and trust in other organizational members (Chen et al, 2022;Khan et al, 2022). Other researchers have distinguished between procedural and distributive justice when discussing organizational justice (Grimmelikhuijsen & Klijn, 2015;Grootelaar & van den Bos, 2018).…”