The Outcomes of Organizational Fairness among Precarious Workers: The Critical Role of Anomie at the Work

Abstract

Precarious workers usually have some of the most unstable working conditions in any country. In this research, we firstly investigated the influence of organizational fairness on the emotional exhaustion and leave intentions of Peruvian precarious workers. Then, we tested the mediating role of anomie at work in the relationship between organizational fairness and the emotional exhaustion and leave intentions of precarious workers. To identify the impact of organizational fairness on these workers, we conducted a cross-sectional survey among 206 precarious workers in Peru. Our results showed that treating precarious workers fairly reduced their emotional exhaustion and leave intentions. Furthermore, we found that anomie at work mediate the relationship between organizational fairness and the emotional exhaustion and the relationship between organizational fairness and leave intentions of precarious workers. We provide empirical evidence of the critical role of organizational fairness in the reduction of emotional exhaustion and leave intentions among precarious workers. Examining the consequences of precarious workers’ perceptions of organizational fairness is needed for owners and managers of companies to have a clear understanding of how precarious workers’ working environments may shape their attitudes and work behaviors.

Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan

“…The study aims to shed light on the significant aspects of organizational culture in the nursing profession. These aspects include a lack of administrative support and gender discrimination, which turn female employees toward hostile behaviour against other females in the workplace and cause an organizational loss in the form of dissatisfied employees, whereas organizational fairness can be a solution to stop leaving employees [ 22 ].…”