Organisational justice and job engagement predicating work performance

COVID-19: The effects of perceived organizational justice, job engagement, and perceived job alternatives on turnover intention among frontline nurses

“…In this study, distributive justice and interpersonal justice were found to significantly and negatively affect job engagement, while procedural justice and informational justice positively and significantly affected job engagement. These results are consistent with several empirical works that concluded a significant prediction of job engagement by organizational justice ( Maslach et al, 2001 ; Saks, 2006 ; Ghosh et al, 2014 ; Pieters, 2018 ; Gupta et al, 2019 ; Suifan et al, 2020 ). Studies reported that distributive justice and procedural justice were positively related to job engagement ( Pandey and David, 2013 ; Rasheed and Khan, 2013 ; Özer et al, 2017 ; Pakpahan et al, 2020 ), corroborating this study’s findings on procedural justice but contradicting the results concerning distributive justice.…”

“…Then, it can significantly influence organizational behaviors and outcomes ( Colquitt, 2001 ). Evidence supports that perceived justice is positively associated with organizational behaviors such as job engagement ( Cao et al, 2020 ; Suifan et al, 2020 ), trust ( Bidarian and Jafari, 2012 ; AL-Abrrow et al, 2013 ), organizational citizenship behaviors ( Chang, 2014 ; Sulander et al, 2016 ), organizational commitment ( Ohana, 2014 ; Fardid et al, 2018 ), job satisfaction ( Cassar and Buttigieg, 2015 ; Fardid et al, 2018 ), and negatively with turnover intention and other negative attitudes ( Colquitt et al, 2013 ; Proost et al, 2015 ; Terzioglu et al, 2016 ) across various settings. Employees’ perception of injustice can predispose them to experience burnout; contrariwise, their engagement is enhanced when they think they are treated fairly by their institution.…”

“…Previous studies have demonstrated the mediating capacity of job engagement between its causing variables and those it impacts in various settings. For instance, job engagement has been shown to mediate significantly, among others, the relationships between organizational justice and job performance among airline employees in Jordan ( Suifan et al, 2020 ), between job and personal resources, and turnover intention among female nurses in Iran ( Shahpouri et al, 2016 ), between organizational support and intention to leave among healthcare employees in Turkey ( Baş and Çınar, 2021 ), between job insecurity and safety behavior among enterprises employees ( Zhang et al, 2021 ), or between job characteristics and job satisfaction among public banks workers in India ( Rai and Maheshwari, 2021 ). From the literature review, organizational justice can influence job engagement ( Zhu et al, 2015 ; Park et al, 2016 ; Özer et al, 2017 ) and turnover intention ( Agbaeze et al, 2018 ; Perreira et al, 2018 ; Huang et al, 2019 ).…”

“…Drawing on the social exchange theory (SET; Cropanzano and Mitchell, 2005), organizations that can fulfill the various elements of organizational justice such that employees can perceive their dispensation as fair or equitable can persuade employees to reciprocate through devotion. Highly devoted employees show higher enthusiasm for work engagement than less devoted employees (Suifan et al, 2020). Therefore, we rely on SET and other related studies (e.g., Colquitt et al, 2013;Chen and Jin, 2014;Cao et al, 2020;and Chen et al, 2022) to propose the following hypotheses: H1: Organizational justice will have a significant negative influence on turnover intention.…”

الظلم التوزيعي والارتباط الوظيفي في وكالات السفر والفنادق: الدور المعدل للثقة في القيادة

“…Several studies highlighted the relationship between distributive justice and job engagement in different contexts like banking (Pieters, 2018;Khan et al, 2019;Suhartatik et al, 2020), civil defense (Firdaus et al, 2019), education (Pieters, 2018;Fadhilaini et al, 2021;Jayus, 2021), hospitals (Suganda, 2021;Chen et al, 2022), airlines industry (Suifan et al, 2021), civil servants (Rahayu, 2021), and hospitality and tourism industry (Liu et al, 2022;Onyango et al, 2022;Abd El Salam & Abdelmawgoud, 2023). Although the tourism and hospitality industry provide a unique setting for exploring the relationship between distributive injustice and job engagement, there is no study that examined this relationship.…”