Moderating role of Organizational Justice in Relationship of Innovative Climate, Psychological Capital, Positive Deviance, and Employees Engagement

Abstract

The study has investigated the relationship among positive deviance, psychological capital innovative climate and employee engagement. It has checked the moderation effect of organizational justice among the relationship between independent (positive deviance, psychological capital innovative climate) and dependent variable (employee engagement). Data was obtained from the 500 faculty members of Higher Education Institutes (HEIs) of Southern Punjab province of Pakistan. It has used explanatory quantitative research design. Convenience sampling was used to select the sample from target population. Data was collected using survey-based questionnaire method. A 5-point Likert-Scale survey was used to collect primary data, and 410 responses were found useable for this study. Data analysis was performed using smart PLS 3.0.0 and SPSS software. Results have proved that there is positive relationship among positive deviance, psychological capital, innovative climate and employee engagement. Results have shown that Organizational justice is not the moderator of the relationship among positive deviance, psychological capital and employee engagement. While it has proved the moderator of innovative climate and employee engagement. The study has important contribution in the existing literature and important implications for organizational behavior studies. Moreover, study has produced a clear road map for enhancing faculty member employee engagement in Pakistan.