This study proposed two plausible models regarding these inter-relationships: 1) The first model posited a positive relationship between (i) organizational justice and OCB, (ii) stress and OCB, and (iii) work-family conflict and stress. This first model indicates that the variables OCB and stress mediate between organizational justice and work-family conflict. 2) The second model proposes a pos...

the behaviors of employees in organizations must be in product direct. but sometimes this behaviors not only isn`t in product way, but also disrupt product process. in spite, some factors like suitable organizational climate and existence of organizational justice can buffer these disruptive behaviors. the aim of current study was to investigate the effect of organizational climate and organiza...

We conducted semi-structured interviews with 17 parole officers working in Canadian federal correctional services to understand how their perceptions mediate well-being. Our study elucidates dimensions of interactional justice related three elements nonverbal communication theory (i.e. haptics, proxemics and kinesics). By centralizing the voices our participants, we show mediates organizational...

Executive Overview Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into wi...

The purpose of this study was to analyze and elaborate on the role Perceived Organizational Support (POS) in supporting performance employees at Regional Personnel Agency (BKD), Special Region Yogyakarta. POS is an employee's perception how organization contributes cares about their well-being. In study, researchers identified a number factors thought play employee perceptions organization, nam...

conclusions most nurses who participated in this study had a high perception of organizational justice. the mean score of organizational justice was higher in specialty hospitals. health care policy makers and hospital managers should support their employees, especially nurses through fairness in distributions, procedures, and interactions. results of 400 nurses, 66% perceived a high level of o...

We argue that types of Simmelian-tied employee dyads (dyads embedded in three-person cliques) influences organizational justice perceptions, and knowledge sharing within and across organizational boundaries through virtual workgroups. We study the interaction between employees' advice and friendship ties, shared interpersonal, interactional, procedural and distributive justice perceptions, and ...