Self-perceptions of Organizational Justice and Burnout in Attitudes and Behaviors in the Work of Internal Auditors

Abstract

Findings -The results indicated direct relationships between distributive justice and behavioral variables. They also revealed mediation by burnout in the relationships between procedural justice and both job satisfaction and affective organizational commitment. They also show that auditors who perceive procedural injustice present turnover intentions when they are emotionally exhausted and in a state of depersonalization. Research Practical & Social implications -This research shows how perceptions of organizational justice are capable of psychologically influencing individuals into displaying positive behaviors (greater job satisfaction and affective organizational commitment) or dysfunctional behaviors (turnover intentions).Originality/value -The paper discusses attitudes of initiative and social interaction and passive attitudes arising from exhaustion and indifference to work, and how these can derive from judgments about resource allocation, decision-making processes, and interactions with supervisors.

Rethinking abusive supervision: antecedents and reparative mechanisms of abusive supervision, including supervisor frustration, coworker support, guilt, and supervisor OCB in a mediated-moderation model

“…Frustrating experiences at work trigger negative work outcomes (Bernd & Beuren, 2021;Fischer et al, 2021). One of the negative work outcomes is abusive supervision, which has been extensively studied by organizational behavior researchers (Afshan et al, 2022;Kashif et al, 2020;Mannan & Kashif, 2019).…”