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Organizational justice and perceived organizational support

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  • Yang Fu
  • Zhang Lihua

Abstract

Purpose - The purpose of this paper is to deepen the understanding of the relationship between perceived organizational support (POS) and organizational justice (distributive justice, procedural justice, and interactive justice), and to test the moderating effect of conscientiousness. Design/methodology/approach - A survey was conducted to measure study variables. Data were obtained utilizing a field survey from a sample of 520 professional managers working in two industries (manufacturing industry and service industry) in China. Confirmatory factor analysis and moderated hierarchical analysis were used to test hitherto untested hypotheses. Findings - As the result showed, controlling the effect of control variables (age, tenure, education and position), organizational justice (distributive justice, procedural justice, and interactive justice) had a positive effect on POS in the service sample; meanwhile, the interaction effect between distributive justice and conscientiousness has been shown to be significant in both the manufacturing and service samples. Research limitations/implications - The results have obvious implications for organizational justice and POS in organizations. However, the results are to be viewed in the light of common method variance and same source bias. Practical implications - The paper sheds light on the potential effects of conscientiousness, which strengthens the positive relationship between organizational justice and POS. Given the importance of conscientiousness, it may be worthwhile for leaders to stimulate managers' conscientiousness. Originality/value - The paper examines how conscientiousness moderates the relationship between organizational justice and POS in both the manufacturing and service samples. It should be useful to academics and managers who want to understand the importance of conscientiousness.

Suggested Citation

  • Yang Fu & Zhang Lihua, 2012. "Organizational justice and perceived organizational support," Nankai Business Review International, Emerald Group Publishing Limited, vol. 3(2), pages 145-166, June.
    • Handle: RePEc:eme:nbripp:v:3:y:2012:i:2:p:145-166
    DOI: 10.1108/20408741211244398
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    Citations

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    Cited by:

    1. Gökhan KERSE & Atılhan NAKTİYOK, 2020. "The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work," Journal of Economy Culture and Society, Istanbul University, Faculty of Economics, vol. 61(0), pages 41-64, June.
    2. Gökhan KERSE & Atılhan NAKTİYOK, 2020. "The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work," Journal of Economy Culture and Society, Istanbul University, Faculty of Economics, vol. 61(1), pages 41-64, June.
    3. Muhammad Ali Raza & Noor Ul Hadi & Bahaudin G. Mujtaba, 2022. "Impact of procedural justice on employee turnover intention: assessing the moderating role of Islamic work ethics and trust in leader," SN Business & Economics, Springer, vol. 2(11), pages 1-18, November.
    4. Pooja Garg & Renu Rastogi & Aakanksha Kataria, 2013. "Promoting Citizenship Behaviors in Workplace: The Relevance of Organizational Justice and Psychological Well-being of Employees," Jindal Journal of Business Research, , vol. 2(2), pages 67-84, December.

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