Organizational justice, conflict management and employee relations

Abstract

Purpose The purpose of this paper is to examine the impact of organizational justice and conflict management on employee relations (ER) through the mediating role of climate of trust. Design/methodology/approach This study was conducted with a sample of 331 employees working in a power transmission unit of Odisha. Data were collected by administering a structured questionnaire and analyzed using structural equation modeling (AMOS 20). Findings The results reveal that climate of trust plays the role of a partial mediator between organizational justice and ER and conflict management and ER. Also, it was found that organizational justice, conflict management and climate of trust are the positive and significant predictors of ER. Research limitations/implications The study was confined to a single state-owned power transmission unit of an Indian state, which restricts its generalizability. The research would benefit from exploration in alternative units. Practical implications This scholarly work may encourage managers and decision makers to develop trust building climate by focusing on organizational justice and conflict management to flourish an environment of harmonious ER, furthermore to formulate effective strategies for cultivating facilitative work environment to enhance positive attitude among the employees to challenge future goals. Originality/value The research is exclusive in determining the influence of organizational justice and conflict management on ER through the mediator of climate of trust in the new perspective of the power sector that provides empirical evidence to the extant literature.

Using Conflict Management in Improving Owners and Contractors Relationship Quality in the Construction Industry: The Mediation Role of Trust

“…First, the findings show conflict management climate has a significant positive effect on trust. This result is aligned with previous studies (Ndubisi, 2011;Sahoo & Sahoo, 2019). The consistencies of this pattern of results could imply that owners and contractors tend to build trust when they perceive that parties take measures to minimize the adversarial effect of conflicts in construction projects when applying conflict management strategies.…”

“…This study provides empirical evidence that conflict management climate as perceived by the owners and contractors improves trust and it is a key driver of relationship quality at the interorganizational level in construction projects. Although there have been studies on the impact of conflict management on trust, attitudes, and commitment (K. W. Chan et al, 2008;Ndubisi, 2011;Sahoo & Sahoo, 2019), these studies were conducted in other industries outside construction and were concerned with individuals rather than the interorganizational level. To the best of our knowledge, the present study is significant as the initial empirical study verifying conflict management climate relations with trust and relationship quality in the construction industry, particularly in Nigeria.…”

Organizaciones justas: ¿es posible construirlas?

“…Los estilos negociados de resolución de conflictos, que a primera vista pudieran parecer los más equitativos, se han relacionado positivamente con una mayor carga psicológica, debido a que es difícil llegar a un acuerdo en un disputa en la cual cada parte "Visión de Futuro" Año 17, Volumen Nº 24 Nº 2, Julio -Diciembre 2020 -Pág 166 -183 URL de la Revista: http://visiondefuturo.fce.unam.edu.ar/index.php/visiondefuturo/index URL del Documento: https://visiondefuturo.fce.unam.edu.ar/index.php/visiondefuturo/issue/view/18 ISSN 1668 -8708 -Versión en Línea E-mail: revistacientifica@fce.unam.edu.ar está considerando solo sus intereses (Abas, Otto, & Ramayah, 2018). Sin embargo, cuando este estilo de resolución de conflictos deba ser usado, es importante tener en cuenta que la justicia interaccional percibida puede actuar como moderadora de la carga somática y los síntomas depresivos de los trabajadores envueltos en situación de conflicto, sin embargo, se argumenta que aún faltan estudios al respecto que brinden un panorama más amplio (Sahoo, 2019).…”

Fair organizations: is it possible to build them?

“…Los estilos negociados de resolución de conflictos, que a primera vista pudieran parecer los más equitativos, se han relacionado positivamente con una mayor carga psicológica, debido a que es difícil llegar a un acuerdo en un disputa en la cual cada parte (Abas, Otto, & Ramayah, 2018). Sin embargo, cuando este estilo de resolución de conflictos deba ser usado, es importante tener en cuenta que la justicia interaccional percibida puede actuar como moderadora de la carga somática y los síntomas depresivos de los trabajadores envueltos en situación de conflicto, sin embargo, se argumenta que aún faltan estudios al respecto que brinden un panorama más amplio (Sahoo, 2019).…”