scholarly journals Sustainable HRM as a Pathway to Sustainability—HRMS Relevance on Affective Commitment through Organizational Trust

2020 ◽  
Vol 12 (22) ◽  
pp. 9443
Author(s):  
Ana Teresa Ferreira-Oliveira ◽  
José Keating ◽  
Isabel Silva
Keyword(s):  
Distributive Justice ◽  
Affective Commitment ◽  
Recent Literature ◽  
Empirical Test ◽  
Organizational Trust ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Relevant Attribute ◽  
The Relationship ◽  
Positive Results

Human resource management system (HRMS) is an organizational instrument that sends organizational messages to employees. If we consider that HRMS can be an indicator of organization’s involvement towards employees’ it is relevant to understand its impact in employees’ organizational commitment and study indicators that can help unravel the black box between HRMS and positive results, associating an emerging approach, sustainable HRMS that relates HRMS with sustainability, having as common features the association with positive results for employees. Recent literature has tested organizational trust (OT) as a relevant indicator in the understanding of this process. There have been studies that have debated and tested OT in managers as a mediator or moderator of HRMS on affective commitment (AOC) and support for both have been found. In this study, we attempt to contribute to the development of the field, by considering the terminological, conceptual and statistical distinction between moderator and mediator, testing two alternative models that may elucidate the relationship between these variables. 1328 valid responses with employees and managers from 21 Portuguese organizations were collected. A factor analysis, a cluster analysis, moderation tests using hierarchical linear regression, pos hoc tests and mediation tests with sequential regressions were performed. HRMS dimensions are mediated (partially or totally) by OT in manager towards AOC. HRMS dimensions (HR relationship with employees, comprehensibility, utility, visibility and distributive justice) influences OT in manager, which, in turn, influences AOC. Regarding moderation, the interaction between distributive justice and OT, pos-hoc tests showed that when distributive justice increases and levels of OT in manager is high, OAC increases rapidly. It seems that the importance of the distributive justice of HRMS only becomes relevant on OAC, if OT in manager is present. This empirical test of the HRMS model also suggests its reframing in two meta-dimensions: A. the agents of HR system, the HR relationship with employees based on their competence, consistent behavior, ability to solve problems and listening to people; and B. the effects of the system itself, possibly Visibility is the most relevant attribute. We suggest that these interactions between HR agents and employees are relevant and may lead to generalizations about the HRMS.

The relationship between justice and commitment: the moderation of trust

2015 ◽  
Vol 7 (1) ◽  
pp. 73-88 ◽  
Author(s):  
Zhou Jiang
Keyword(s):  
South Korea ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Affective Commitment ◽  
Organizational Trust ◽  
Interactive Effect ◽  
Moderating Effect ◽  
Content Type ◽  
Justice Perceptions ◽  
The Relationship

Purpose – The purpose of this paper is to examine whether distributive justice interacts with procedural justice to influence affective commitment; whether organizational trust moderates the relationships of affective commitment with these two justice perceptions; and whether organizational trust moderates the interactive effect of justice perceptions on affective commitment. Design/methodology/approach – This study administered both paper and online surveys to university employees from China, South Korea, and Australia, obtaining 706 usable responses from 65 universities. Hierarchical regressions were employed to test hypotheses for each country. The patterns of results were compared across nations. Findings – It was found that in Australia, but not in South Korea and China, distributive justice interacted with procedural justice to influence affective commitment. Results also revealed that in Australia, organizational trust moderated the relationship between affective commitment and distributive justice but not the relationship between affective commitment and procedural justice. By contrast, in South Korea and China, organizational trust had no moderating effect on justice-commitment relationships. Research limitations/implications – Although this study was limited due to the use of self-report data and the focus of a single type of organization, it provides relatively new cross-cultural evidence regarding justice effects and the role of trust in the Asia Pacific region. Originality/value – This study is among the first to provide empirical evidence of a moderating effect of trust on justice-outcome relationships. It is also one of the first to cross-culturally investigate the interactive effect of distributive justice and procedural justice, with an additional focus on trust’s moderation role.

Development of the organization’s personnel management process

2020 ◽  
pp. 40-46
Author(s):  
A.M. Rodomanova
Keyword(s):  
Quality Management ◽  
Management System ◽  
Human Factor ◽  
Quality Management System ◽  
Management Process ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Tools And Techniques ◽  
The Relationship

Modern trends in the human resource management system in order to improve the efficiency of the company and increase the productivity of personnel contain different tools and techniques. The study of the quality management system of enterprises revealed the relationship between the concept and strategy of the company’s development and personnel policy and identified the theses that contribute to positive changes in the field of employee management. The article analyzes the internal determination of the appropriate methodology, taking into account the characteristics of employees and the human factor.

scholarly journals Work Engagement During Pandemic: Is Organizational Trust Still Relevant?

2021 ◽  
Vol 3 (2) ◽  
pp. 1-10
Author(s):  
Hyder Ali Khawaja ◽  
Mustajab Ahmed Soomro
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Organizational Trust ◽  
Well Being ◽  
Future Research ◽  
Trust In Management ◽  
Final Sample ◽  
The Relationship ◽  
Retail Food ◽  
Positive Results

In the present study, we tested the relationship between organizational trust and engagement. The study investigated how the three factors of organizational trust including trust in management, trust in supervisor and trust in coworkers can predict work engagement. The study collected data through sampling employees working in the retail food businesses in Sweden via social media. The study applied structural equation modelling on the final sample of 199 to test the three factors of organizational trust and their relationship with work engagement and found significant positive results for all. The study found that employees who expressed trust in the top management resulted in enhancing their work engagement. Furthermore, employees who had trust in their immediate supervisors for their facilitation, support and acknowledgement were also able to boost their engagement. Lastly, trust in coworkers also helped employees to enhance their work well-being, in other words predicting work engagement. The study offers discussion on the findings, implications, and recommendations for future research.

scholarly journals Equity versus equality norms of justice and organisational commitment: the moderating role of gender

2017 ◽  
Vol 36 (3) ◽  
pp. 206-220
Author(s):  
Nagarajan Ramamoorthy ◽  
Donna Stringer
Keyword(s):  
Distributive Justice ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Men And Women ◽  
Justice Perceptions ◽  
The Relationship ◽  
Moderating Role

AbstractIn the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.

Psychological contract congruence, distributive justice, and commitment

2017 ◽  
Vol 32 (1) ◽  
pp. 45-60 ◽  
Author(s):  
Si Hyun Kim ◽  
Giacomo Laffranchini ◽  
Maria Fernanda Wagstaff ◽  
Wonho Jeung
Keyword(s):  
Distributive Justice ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Polynomial Regression ◽  
Psychological Contracts ◽  
Occupational Commitment ◽  
Cross Sectional ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between congruence between employee and employer psychological contract fulfillment and commitment. The authors further studied how the relationship is moderated by distributive justice. Design/methodology/approach The authors conducted polynomial regression analyses with response surface methodology on two Korean samples. Findings Congruence between employee and employer psychological contract fulfillment was positively related to affective commitment and occupational commitment. Distributive justice moderated these relationships. Research limitations/implications The main limitation was common method bias as a result of the cross-sectional nature of the study designs. Practical implications Employers must be vigilant not only with regard to fulfilling employees’ psychological contracts but also to doing this fairly. Originality/value The authors studied the interaction effect of distributive justice on the relationship between psychological contract congruence and commitment in Korea.

Development and Construct Validation of the German Workplace Trust Survey (G-WTS)

2010 ◽  
Vol 26 (1) ◽  
pp. 3-10 ◽  
Author(s):  
Nale Lehmann-Willenbrock ◽  
Simone Kauffeld
Keyword(s):  
Convergent Validity ◽  
Affective Commitment ◽  
Discriminant Validity ◽  
Organizational Context ◽  
Organizational Trust ◽  
Three Dimensional ◽  
Future Research ◽  
Work Related ◽  
Reliable Assessment ◽  
Workplace Trust

In research on trust in the organizational context, there is some agreement evolving that trust should be measured with respect to various foci. The Workplace Trust Survey (WTS) by Ferres (2002) provides reliable assessment of coworker, supervisor, and organizational trust. By means of a functionally equivalent translation, we developed a German version of the questionnaire (G-WTS) comprising 21 items. A total of 427 employees were surveyed with the G-WTS and questionnaires concerning several work-related attitudes and behaviors and 92 of these completed the survey twice. The hypothesized three-dimensional conceptualization of organizational trust was confirmed by confirmatory factor analysis. The G-WTS showed good internal consistency and retest reliability values. Concerning convergent validity, all of the three G-WTS dimensions positively predicted job satisfaction. In terms of discriminant validity, Coworker Trust enhanced group cohesion; Supervisor Trust fostered innovative behavior, while Organizational Trust was associated with affective commitment. Theoretical and practical contributions as well as opportunities for future research with the G-WTS are discussed.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

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