Organizational Justice and Employee Deviance among Emergency Services Personnel in Malaysia

Weng, Lee Leong; bin, Abdullah Muhammad Madi

doi:10.33094/26410265.2019.14.62.73

Cited by 3 publications

(2 citation statements)

References 37 publications

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“…An employee's age represents his career, activities, and expertise, as well as the areas of training and development that he has benefited from in his career (DeBode, Mossholder, & Walker, 2017). There is a significant positive relationship between employee development activities and job satisfaction (CHE & Sundjo, 2018;Lee & Abdullah, 2019;Thang & Fassin, 2017). Nelissen, Forrier, and Verbruggen (2017) stressed that job satisfaction is a strong indicator of turnover intention.…”

Section: The Mediating Effect Of Job Satisfaction Between Training and Development And Employee Retentionmentioning

confidence: 99%

The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

Alrazehi

Amirah

Emam

2021

ijirss

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This study was conducted to determine the effect of rewards systems and training and development on employee retention, mediated by the effects of job satisfaction, in Yemeni commercial banks. The study used cross-sectional data collection methods. Data was collected from the headquarters of 15 commercial banks. A set of questionnaires using a 5-point Likert scale was distributed to employees; the data was analyzed using the Structured Equation Model (SEM) by IBM SPSS AMOS 25.0. The results indicated that both the rewards system and training and development significantly affect job satisfaction, while job satisfaction has a significant positive effect on employee retention. Training and development themselves have no statistically significant effect on employee retention. The results showed that job satisfaction plays a mediating role because the indirect effect is significant. The mediation is complete because the direct impact is not significant. The result indicates that job satisfaction is an important variable that links the reward system and training and development to employee retention in Yemeni banks. This study is expected to make significant theoretical, practical, and methodological contributions to this field of research due to the development of a model of the effects of the reward system and training and development on employee retention through job satisfaction.

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Section: The Mediating Effect Of Job Satisfaction Between Training and Development And Employee Retentionmentioning

confidence: 99%

The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

Alrazehi

Amirah

Emam

2021

ijirss

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“…This is because fairness in information is very important to the job of a university lecturer. Yet, there are limited studies that have examined the relationship between informational justice and deviant behaviour (Lee & Abdullah, 2019;Maqsood et al, 2021). Secondly, none of the previous studies examined the role of spirituality as a mediating variable in the relationship between informational justice and deviant behaviour among university academics; this calls for investigation in this field of study.…”

Section: Introductionmentioning

confidence: 99%

Reducing Deviant Behaviour among University Academics through Informational Justice and Spirituality

Iliya,

Wurim

2023

JEFMS

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Deviant behaviour, according to studies, is a serious problem for manufacturing and service organisations in developing and emerging nations, and this has also been observed even in academia. The study specifically looked at the role of spirituality as a mediator in the link between informational justice and deviant behaviour among university academics. Data were collected among university academics in Gombe state university and Federal university Kashere, Gombe state Nigeria. Structural Equation Model with Partial Least Square (PLS-SEM) was used to analyse the data. The results of the hypotheses reveal that informational justice has no significant negative effect directly on deviance behaviour; spirituality has a significant negative effect on deviance behaviour. Informational justice has a significantly positive effect on spirituality. The non-significance of informational justice direct effect on workplace deviance proves that there is a full mediation effect of spirituality. This implies that, to reduce deviant behaviour among university academics, merely informational justice is not enough, but it should increase spirituality. This study’s findings prove that informational justice can significantly reduce deviant behaviour among university academics when mediated by high spirituality.

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The relationship between workplace deviant behaviors and organizational justice among nurses: A cross‐sectional survey

et al. 2021

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Aim This study aimed to determine the correlations between workplace deviant behaviors (WDBs) and the levels of the perceived organizational justice among Iranian nurses. Design This was a cross‐sectional quantitative research. Methods The present research was conducted on 424 nurses selected by a convenience sampling method in 2019 (May–August) in Tabriz, Iran. A self‐administered questionnaire, including demographic information, organizational justice, and WDBs, was used for data collection. The data were analyzed using descriptive analysis, the Pearson correlation coefficient, and multiple linear regression analysis. Results Based on the findings, nurses had a moderate level of perception of organizational justice while having a low level of perception regarding the occurrence of WDBs. A significantly reverse correlation was found between perceived organizational justice and WDBs (r = −.295, p <.001). Eventually, the findings of multiple linear regression analysis indicated that the level of perceived organizational justice could significantly predict WDBs (the coefficient of determination, R2 = 0.111). Conclusion The study findings confirmed the hypothesis that an improvement in the levels of organizational justice was related to a decrease in the occurrence of WDBs. Therefore, hospitals and nursing managers are suggested to build and maintain a supportive and healthy work environment to enhance the levels of perceived organizational justice and to minimize the incidence of WDBs. They should also address reward systems, organizational policies and procedures, interpersonal justice, and shared decision‐making in this respect.

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Organizational Justice and Employee Deviance among Emergency Services Personnel in Malaysia

Cited by 3 publications

References 37 publications

The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

Reducing Deviant Behaviour among University Academics through Informational Justice and Spirituality

The relationship between workplace deviant behaviors and organizational justice among nurses: A cross‐sectional survey

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