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Distributive Justice Towards Innovative Work Behavior with Mediating Effects of Human Resource Management Practices in The Hotel Industry of Pakistan

Author

Listed:
  • Uzma Ismail

    (Faculty of Management Sciences, Hajvery University, Lahore, Pakistan)

  • Muhammad Khalid Pervaiz

    (Hajvery University, Lahore, Pakistan)

  • Muhammad Saif-ur-Rehman

    (Department of Management Sciences, Lahore Garrison University, Lahore, Pakistan)

Abstract

Justice is an important element in any organization. Innovative work behavior and Human Resource Management Practices (HRMPs) are affected by organizational justice (Distributive, Procedural, Interpersonal & informational). For this paper distributive justice is selected as an independent variable. The purpose of this paper is to examine the mediating effect of HRM practices in distributive justice on innovative work behavior among the hotel industry of Pakistan. In total, 223 personnel were selected from 34 hotels from different cities of Pakistan. The survey instrument was adapted for collecting data. Top/middle management is selected for this study, therefore, convenience and purposive sampling technique is adopted. Findings were drawn using descriptive analysis, bivariate correlation, linear regression; and mediation was tested by using Prof.Hayes model 4 by using SPSS version 25. Results of the study revealed that distributive justice is significantly related to the innovative work behavior of employees working in hotels and HRMPs mediates relationship. Findings of this study suggested that distributive justice is an important factor for creating innovative work behavior of employees. Further the top/middle management with higher distributive justice is taken to create new ideas with innovation which can be beneficial for the hotels and employees. The study provides essential information about the impact of distributive justice on innovative work behavior of employees of the hotel industry. The outcomes of this research are expected to improve further research and literature on distributive justice, HRM practices and innovative work behavior.

Suggested Citation

  • Uzma Ismail & Muhammad Khalid Pervaiz & Muhammad Saif-ur-Rehman, 2020. "Distributive Justice Towards Innovative Work Behavior with Mediating Effects of Human Resource Management Practices in The Hotel Industry of Pakistan," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 6(3), pages 136-149.
    • Handle: RePEc:apa:ijbaas:2020:p:136-149
    DOI: 10.20469/ijbas.6.10002-3
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    References listed on IDEAS

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    1. Farndale, Elaine & Scullion, Hugh & Sparrow, Paul, 2010. "The role of the corporate HR function in global talent management," Journal of World Business, Elsevier, vol. 45(2), pages 161-168, April.
    2. Leung, Kwok & Park, Hun-Joon, 1986. "Effects of interactional goal on choice of allocation rule: A cross-national study," Organizational Behavior and Human Decision Processes, Elsevier, vol. 37(1), pages 111-120, February.
    3. Alfes, Kerstin & Shantz, Amanda & Truss, Catherine & Soane, Emma, 2013. "The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model," LSE Research Online Documents on Economics 42345, London School of Economics and Political Science, LSE Library.
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