Outplacement Adequacy and Benefits: The Mediating Role of Overall Justice

2016 ◽  
Vol 53 (3) ◽  
pp. 130-143 ◽  
Author(s):  
Laurence Marzucco ◽  
Isabelle Hansez
Keyword(s):  
Mediating Role ◽  
Overall Justice

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

Justice and employee attitudes during organizational change: The mediating role of overall justice

2014 ◽  
Vol 64 (6) ◽  
pp. 289-298 ◽  
Author(s):  
L. Marzucco ◽  
G. Marique ◽  
F. Stinglhamber ◽  
K. De Roeck ◽  
I. Hansez
Keyword(s):  
Organizational Change ◽  
Employee Attitudes ◽  
Mediating Role ◽  
Overall Justice

The Mediating Role of Overall Justice Perceptions: A Reexamination

2011 ◽  
Author(s):  
Jessica M. Nicklin ◽  
Laurel A. McNall ◽  
Sarah Niehorster ◽  
Jennifer A. Higgins
Keyword(s):  
Mediating Role ◽  
Overall Justice ◽  
Justice Perceptions

Leader narcissism and subordinate change-oriented organizational citizenship behavior: Overall justice as a moderator

2020 ◽  
Vol 48 (7) ◽  
pp. 1-12
Author(s):  
Sun-Bok Ha ◽  
Soojin Lee ◽  
Gukdo Byun ◽  
Ye Dai
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Hierarchical Regression ◽  
Mediating Role ◽  
Overall Justice ◽  
Member Exchange ◽  
The Relationship ◽  
Practical Implications

We examined the effect of leader narcissism on the change-oriented organizational citizenship behavior of subordinates and the mediating role of leader–member exchange (LMX) in this relationship. We further proposed that perceived overall justice would moderate the relationship between leader narcissism and LMX. We used data from 158 pairs of squadron leaders and subordinates in 4 battalions of the Korean Army. Hierarchical regression analysis results confirmed the proposed effects and further revealed a stronger positive relationship between leader narcissism and LMX when perceived overall justice was high versus low. Theoretical and practical implications are discussed.

scholarly journals How cheating undermines the perceived value of justice in the workplace: the mediating effect of shame

2021 ◽  
Author(s):  
Annika Hillebrandt ◽  
Laurie J. Barclay
Keyword(s):  
Social Relationships ◽  
Organizational Identification ◽  
Social Dynamics ◽  
Mediating Effect ◽  
Behavioral Ethics ◽  
Organizational Contexts ◽  
Mediating Role ◽  
Overall Justice ◽  
Practical Recommendations

Scholars have devoted significant attention to investigating whenand whypeople cheat in organizations. However, there is increasing recognition that these behaviors can be difficult to eradicate, which points to the importance of understanding the consequencesof cheating. Given that cheating violatesmoral norms that govern social relationships, it is critical to understand how cheating can influence social dynamics in the workplace. Drawing upon appraisal theories, we argue that cheating can have damaging consequences for individuals and their social relationships by eliciting shame. In turn, shame can reduce the extent to which individuals value receiving justice –a critical facilitator of social relationships in the workplace. We test our predictions across sixstudies using different samples and methodologies. In Study 1, we find that cheatingis negatively associated with the importance people place on others upholding justicefor them (i.e., overall justice values). In Studies 2-6, we demonstrate that shame plays a mediating role in this relationship, even in the presence of guilt and embarrassment.In Studies 3-5, we identify organizational identificationas a moderator and show that the effect of cheating on shame isstronger for those with high (versus low) identification. Theoretical implications include theimportance of identifying the outcomes of cheating for individuals within organizational contexts, understanding the functionaland dysfunctional consequences of shame, recognizing the differential effects of discrete emotions, and elucidating the role of identity within the context of cheating. We conclude with practical recommendations formanaging cheating behaviors and their outcomes in the workplace. Keywords: cheating, behavioral ethics, justice, shame, organizational identification

scholarly journals How cheating undermines the perceived value of justice in the workplace: the mediating effect of shame

2021 ◽  
Author(s):  
Annika Hillebrandt ◽  
Laurie J. Barclay
Keyword(s):  
Social Relationships ◽  
Organizational Identification ◽  
Social Dynamics ◽  
Mediating Effect ◽  
Behavioral Ethics ◽  
Organizational Contexts ◽  
Mediating Role ◽  
Overall Justice ◽  
Practical Recommendations

Scholars have devoted significant attention to investigating whenand whypeople cheat in organizations. However, there is increasing recognition that these behaviors can be difficult to eradicate, which points to the importance of understanding the consequencesof cheating. Given that cheating violatesmoral norms that govern social relationships, it is critical to understand how cheating can influence social dynamics in the workplace. Drawing upon appraisal theories, we argue that cheating can have damaging consequences for individuals and their social relationships by eliciting shame. In turn, shame can reduce the extent to which individuals value receiving justice –a critical facilitator of social relationships in the workplace. We test our predictions across sixstudies using different samples and methodologies. In Study 1, we find that cheatingis negatively associated with the importance people place on others upholding justicefor them (i.e., overall justice values). In Studies 2-6, we demonstrate that shame plays a mediating role in this relationship, even in the presence of guilt and embarrassment.In Studies 3-5, we identify organizational identificationas a moderator and show that the effect of cheating on shame isstronger for those with high (versus low) identification. Theoretical implications include theimportance of identifying the outcomes of cheating for individuals within organizational contexts, understanding the functionaland dysfunctional consequences of shame, recognizing the differential effects of discrete emotions, and elucidating the role of identity within the context of cheating. We conclude with practical recommendations formanaging cheating behaviors and their outcomes in the workplace. Keywords: cheating, behavioral ethics, justice, shame, organizational identification

The More You Say, the Less They Hear

2015 ◽  
Vol 27 (4) ◽  
pp. 159-169 ◽  
Author(s):  
Elsbeth D. Asbeek Brusse ◽  
Marieke L. Fransen ◽  
Edith G. Smit
Keyword(s):  
Hearing Protection ◽  
Entertainment Education ◽  
Mediating Role ◽  
Attitude Measures ◽  
Underlying Mechanisms

Abstract. This study examined the effects of disclosure messages in entertainment-education (E-E) on attitudes toward hearing protection and attitude toward the source. In addition, the (mediating) role of the underlying mechanisms (i.e., transportation, identification, and counterarguing) was studied. In an experiment (N = 336), three different disclosure messages were compared with a no-disclosure condition. The results show that more explicit disclosure messages negatively affect transportation and identification and stimulate the generation of counterarguments. In addition, the more explicit disclosure messages affect both attitude measures via two of these processes (i.e., transportation and counterarguing). Less explicit disclosure messages do not have this effect. Implications of the findings are discussed.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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