The relative importance of organizational justice dimensions on employee outcomes: a critical reanalysis using relative weights analysis

This study examined the collected research on the four dimensions of organizational justice (i.e., distributive, procedural, interpersonal, and informational) by reanalyzing data taken from Colquitt, Conlan, Wesson, Porter & Ng’s (2001) meta-analysis. First, this study uses Relative Weight Analysis (RWA) to assess the relative predictive utility of the four justice dimensions on a set of employee outcomes; this analytic technique is better suited to examine this research question than traditional regression-based techniques. Second, this study examines how different operationalizations of procedural justice can lead to different patterns of results. For analyses using an expansive operationalization of procedural justice, the results of Colquitt, et al. (2001) are largely supported. However, for analyses using a narrower, more appropriate operationalization of procedural justice, results instead show that distributive justice is the most important dimension for predicting explained variance in most dependent variables, including outcome satisfaction, job satisfaction, organizational commitment, and withdrawal. This finding runs contrary to much of the accumulated justice literature; as such, this study raises conceptual, practical, and methodological concerns

Using Relative Weights To Reanalyze Settled Areas Of Organizational Behavior Research: The Job Characteristics Model And Organizational Justice

There is a danger that, as areas of research become established, the conceptual underpinnings of key models are no longer critically analyzed.  In this study, I use meta-analytic data from two such areas of organizational behavior research, the Job Characteristics Model and the Four-Factor Conception of Organizational Justice, as the basis of critical re-analysis.  Specifically, I use a recently-developed analytic technique, relative weights (Johnson, 2001), to re-examine meta-analytic data from both research areas.  In both cases, the results of the re-analysis run counter to some established predictions, indicating that these fields could benefit from further research and rethinking

Work-Family And Sports: When Even Millionaire Athletes Need Employer Help To Balance Work And Family

Three cases in which professional athletes required workplace accommodation to balance work and family are presented, including analysis of each case based on the current work-family literature.

Using Procedural Justice to Understand, Explain, and Prevent Decision-Making Errors in Forensic Sciences

It has been estimated that in the United States there are 20,000 false felony convictions a year due to deficiencies in the forensic science and criminal justice systems (Koppl, 2010c). As many of these errors can be attributed to flaws in the processes by which forensic science decisions are made, the principles of procedural justice are a useful lens for analyzing these processes and recommending improved practices. In this secondary analysis of current research, decision-making processes in forensic sciences are analyzed using Leventhal’s six criteria for establishing procedural justice. Specifically, we assesses the current state of forensic science, explain how some industry practices may be prone to error and bias, and provide practical suggestions for improving industry practices to better adhere to the principles of procedural justice. In addition, the implications of this analysis for practitioners outside of forensic sciences are discussed

Influences on the organizational implementation of sustainability: an integrative model

Multiple forces in the 21st century have propelled businesses into confronting conditions that challenge their own and the world’s sustainability. This paper illuminates the factors influencing companies to implement sustainability practices. It validates an integrative model of the effects that external influences, foundational organization enablers, decision drivers, and inhibitors had on both sustainability implementation and organizational performance. Using data from a worldwide survey of 1514 managers, we showed how external forces for sustainability and support from organizational leaders to create an enabling foundation are likely to translate into decision priorities, implementation of sustainability practices, and perceived performance improvement. We also showed the considerable power of internal inhibiting forces and outlined how they may be overcome. The results point to the steps leaders can take to achieve their environmental, social, and financial goals, as well as to further streams of inquiry

Fairness perceptions of work-life balance initiatives: effects on counterproductive work behaviour

This study examined the impact of employees’ fairness perceptions regarding organizational work-life balance initiatives on their performance of counterproductive work behaviour (CWB). Moderating effects of adaptive and maladaptive perfectionism were also explored. Quantitative data collected from 224 public sector employees demonstrated significant main and moderating effects of informational justice, adaptive perfectionism and maladaptive perfectionism on CWB. Adaptive perfectionism weakened the link between informational justice and CWB, while maladaptive perfectionism strengthened it. Qualitative data collected from 26 employees indicate that both the social exchange and job stress models are useful frameworks for understanding CWB in the context of work-life balance initiatives; CWB emerged as both a negative emotional reaction to unfairness, and as a tool used by employees to restore equity in the exchange relationship with their employer. Theoretical and practical implications are discussed

Working Fathers and Work-Family Relationships: A Comparison of Generation X and Millennial Dads

While there has been an increased attention on researching the unique concerns of working fathers, there has been comparatively little work done to distinguish the work-family concerns of fathers of differing circumstances. In this study, we use a Multi-Group Moderation Analysis using Structural Equation Modeling to examine whether and how the relationships between work-family conflict/synergy and a set of antecedents and outcomes vary by generational cohort. Specifically, we used data from the National Study of the Changing Workforce (Tahmincioglu, 2014) to determine whether work-family dynamics differ between working fathers of Generation X and the Millennial generation. The results of our exploratory study reveal generational differences in the relationships between coworker and supervisory support on work interference with family, as well as the relationships between work interference with family and such outcomes as life satisfaction, job satisfaction, and self-rated health. Implications and directions for future research are discussed