The Impact of Perceived Organizational Justice, Psychological Contract, and the Burnout on Employee Performance: The Moderating Role of Organizational Support, in the Portuguese Context

Abstract

To identify the impact of perceived organizational justice (POJ), the psychological contract (PC), and burnout (BUR) on the employee's individual performance (IP). The moderating role of perceived organizational support (POS) is analysed.Methodology: The study uses a structured questionnaire to gather data from a crosssectional sample of 407 employees. Structural Equation Modelling (SEM) is used to test the proposed hypotheses, and a multi-group analysis is conducted to find how the perception of the PCV can impact on the suggested relationships.Findings: POJ has a positive impact on the PC and on IP. However, the impact of the PC and the first two dimensions of BUR on IP are not significant. POS moderates some of the suggested relationships.Implications: contributes to the knowledge about the combined impact of POJ, the PC and BUR, introducing the role of POS as a moderating variable in the relationships between organizations and employees. The global results may inform strategies to secure positive human resource management (HRM) outcomes.

The Role of LMX in Explaining Relationships between Organizational Justice and Job Performance

“…In this research, we revealed the significance of organizational justice for the improvement of job performance. The previous study also confirmed that organizational justice is statistically significant for job performance (β =.53, .28, .20; p = .000) as did the study of Virgolino et al (2017), which emphasized the significance (β= .162, C.R=.185 and p =.000). Similarly, the findings of Suliman & Kathairi (2012) indicated that organizational justice influences job performance with a statistically significant result (β = .304, .309, .317 and p =.000).…”

Gender and the Perceived Equity - Perceived Organizational Support Link in Egypt

“…With regards to the theoretical contributions of the study, the findings of Hypotheses 1 and 2 provide evidence from Egypt that supports prior research advocating a positive relationship between perceived equity and POS (Rhoades & Eisenberger, 2002;Ambrose & Schminke, 2003;Vacziova, 2016;Eisenberger, Ford, Buffardi, Stewart & Adis, 2017;Virgolino et al, 2017). As aforementioned, this contribution is significant, because workplace preferences and attitudes (such as inequity aversion and equity sensitivity) cross-culturally vary (Hofstede, 2001;Wheeler, 2002;Allen, Takeda, & White, 2005).…”

Organizational justice perception of Indonesia civil servants, does it matter?

“…Research on fairness and discrete emotions suggests a basic model of the relationships among events, justice perceptions and emotions: events lead to justice perceptions and justice perceptions to emotions. Existing research on emotions and fairness relates mainly to outcomes (e.g., Virgolino et al, 2017) or events with both distributive and procedural aspects (e.g., Budiyanti & Patiro, 2018;Yadav & Yadav, 2016). Despite the paucity and limitations of existing research, it provides a foundation for predicting the relationship between emotions and fairness.…”

“…Researchers in the organizational justice area have identified three dimensions of organizational justice: distributive, procedural, and interactional (e.g. Cohen-Charash & Spector, 2002;Virgolino, Coelho, & Ribeiro, 2017). These all three dimensions of organizational justice will be included in this study.…”