Can authentic leadership influence the employees’ organizational justice perceptions? – a study in the hotel context

Purpose The primary purpose of this study was to determine the relationship between a positive style leadership, specifically authentic and organizational justice perceptions employees' in hotel industry. following research questions guided study: What existed perception toward leadership justice? distributive justice, procedural interactional informational dimensions? among their demographic background?. Design/methodology/approach approached from quantitative, non-experimental perspective utilizing cross-sectional survey descriptive correlational design, which describes or association two more variables are justice. Findings results indicate that has strong with perceptions, predicted Authentic is relative new approach rooted psychology emphasizing on ethical moral aspects found when employees perceive leaders follow paradigm, they also high levels stronger relationships interpersonal dimensions implies strategic interactions employees. imply terms procedures outcomes, believe organizations those than supervisors. Research limitations/implications differences strengths structural forms (distributive procedural), (informational interpersonal), have implications for both theories. suggest leader behaviors create fair climate – an interpersonally informationally promotes all individual followers. However, it needs be further researched whether skills information-sharing abilities showing consideration respect may result higher perceptions. Thus, needed each (distributive, procedural, interpersonal) dimensions, provide insights as behavior contains element itself. Practical findings showcase need hospitality industry establish programs focus practices improve and, turn, lead outcomes including reducing considerable costs employee turnover. It important aware policies can connect communicate supervisors managers. Social This falls into larger conversation social how organization's associate movements by supporting equity within organization. Originality/value integrates theories context. motivate hospitality/ include development actionable strategy bolster fairness mitigate some negative features