The sequential relationships of hotel employees' perceived justice, commitment, and organizational citizenship behaviour in a high unemployment context

Aguiar-Quintana, Teresa; Araujo-Cabrera, Yasmina; Park, Sang Won

doi:10.1016/j.tmp.2020.100676

Cited by 50 publications

(40 citation statements)

References 70 publications

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“…These negative affective state would then reduce employees' emotional identity (Moin et al, 2020;He et al, 2021) and weaken their affective commitment (Xu et al, 2012;Wang and Peng, 2015). Besides, distributive justice has a positive impact on affective commitment (Aguiar-Quintana et al, 2020), and abusive supervision can lead to a decrease in employees' affective commitment by affecting distributive justice. Abusive supervision would lead to distributive injustice (Tepper, 2007), which would make employees frustrated and angry, thus reducing their affective commitment (Tepper, 2000).…”

Section: Abusive Supervision and Affective Commitmentmentioning

confidence: 99%

Abusive Supervision, Affective Commitment, Customer Orientation, and Proactive Customer Service Performance: Evidence From Hotel Employees in China

2021

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Abusive supervision is quite common in the service industry. Employees’ proactive customer service performance is essential for the long-term development of service enterprises. This study enriches the antecedents of proactive customer service performance from a new theoretical perspective by incorporating the analysis of abusive supervision into the theoretical framework and fills the research gap between customer orientation and proactive customer service performance. Based on Affective Events Theory and Social Cognitive Theory, this study established the structure equation model between abusive supervision and proactive customer service performance mediated by affective commitment and customer orientation. Utilizing structural equation modeling, a negative association between abusive supervision and proactive customer service performance was found, and affective commitment and customer orientation act as the mediators between abusive supervision and proactive customer service performance. In addition, the implications for future study were also discussed.

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Section: Abusive Supervision and Affective Commitmentmentioning

confidence: 99%

Abusive Supervision, Affective Commitment, Customer Orientation, and Proactive Customer Service Performance: Evidence From Hotel Employees in China

2021

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“…Thus, it can be defined as emotional attachment based on the individual's personal values and those of the organization (Geisler, 2019). Employees who are dedicated to an organization tend to identify with its goals and objectives and intend to remain employed there (Aguiar-Quintana et al, 2020). Martin and Cullen (2006) explain that employee commitment to an organization consists of three elements: (i) support for the organization's mission and purpose, (ii) a willingness to sacrifice oneself to support the organization's mission and purpose, and (iii) interest in remaining a member of the organization.…”

Section: Ethical Climate and Organizational Commitmentmentioning

confidence: 99%

Influência do clima ético na justiça procedimental e no comprometimento organizacional: interação da participação orçamentária

Monteiro

Bortoluzzi

Lunkes

et al. 2021

Rev. contab. organ.

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A pesquisa tem por objetivo avaliar a influência do clima ético, justiça procedimental e participação orçamentária no comprometimento organizacional. Para atingir o objetivo foi aplicado um questionário com gestores de 150 empresas listadas na Brasil, Bolsa, Balcão (B3). Os dados foram analisados por meio modelagem de equações estruturais (PLS-SEM) e Fuzzy set qualitative comparative analysis (FsQCA). Os resultados mostram que o clima ético influencia positivamente na percepção de justiça procedimental e no comprometimento organizacional. Evidencia-se também, que o alto nível de participação orçamentária exerce influência positiva no comprometimento organizacional. Além disso, o estudo mostra que a participação dos gestores no processo orçamentário intensifica positivamente a relação entre a percepção de justiça procedimental e o comprometimento organizacional. A pesquisa contribui com a literatura ao sugerir que uma maior adoção de práticas éticas no exercício das tarefas e a participação dos gestores na elaboração do orçamento, acentua o alto nível de percepção de justiça procedimental e o comprometimento organizacional.

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“…Organizational justice is defined as employees' perceptions of fairness within an organization (Greenberg, 1987). The three-dimensional model of organizational justice has been extensively studied, and it includes distributive, procedural, and interactional justice (Aguiar-Quintana, Araujo-Cabrera, & Park, 2020;Demir, Guney, Akyurek, Ugural, & Aslan, 2017;Hsu & Wang, 2015;Kerwin et al, 2015). The literature also includes a four-dimensional model that subcategorizes interactional justice into informational and interpersonal justice (Colquitt, et al, 2001;Greenberg, 1990;).…”

Section: Organizational Justicementioning

confidence: 99%

Organizational Justice, Leader Humility, and Service Employees’ Innovative Behavior in a Collectivistic Culture: The Case of Pakistan

Abbas

Wei

2021

RBGN

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Purpose -This study serves two purposes: first, it analyzes the effects of the overall perception of justice in service industry organizations on their employees' innovative behavior; second, it investigates whether leader humility moderates the relationship between the aforementioned constructs.Design/methodology/approach -This study is quantitative in nature. A crosssectional survey method was used to collect data from 359 respondents, and a PROCESS macro for SPSS was used for the moderation analysis.Findings -The results show that employees who perceive fairness within their organization will reciprocate with innovativeness and that humility is a positive factor that increases innovative behaviors. Originality/value -Few studies have addressed the effect of the overall perception of justice on individuals' innovative behavior in service industries in developing economies and collectivist cultures. There is also a lack of empirical support regarding the role of leader humility in employees' innovative behavior. This study provides new insights into service employees' innovative behavior in a collectivist society and has implications for managers working in the services sector.

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The sequential relationships of hotel employees' perceived justice, commitment, and organizational citizenship behaviour in a high unemployment context

Cited by 50 publications

References 70 publications

Abusive Supervision, Affective Commitment, Customer Orientation, and Proactive Customer Service Performance: Evidence From Hotel Employees in China

Abusive Supervision, Affective Commitment, Customer Orientation, and Proactive Customer Service Performance: Evidence From Hotel Employees in China

Influência do clima ético na justiça procedimental e no comprometimento organizacional: interação da participação orçamentária

Organizational Justice, Leader Humility, and Service Employees’ Innovative Behavior in a Collectivistic Culture: The Case of Pakistan

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