THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN THE EFFECT OF INFORMATIONAL JUSTICE ON EMPLOYEE ENGAGEMENT: AN EMPIRICAL STUDY ON BANKS OF PAKISTAN
Keywords:
Banking, Employee Engagement, Informational Justice, Performance Appraisal Justice, Perceived Organizational Support, PakistanAbstract
This article attempts to understand the effect of perceived organizational support on the relationship between informational justice and employee engagement. The study comprises of two objectives: first, examining the relationship between informational justice and employee engagement. Second, whether perceived organizational support moderates this relation. The findings contribute to the literature in three ways. As limited work has been conducted on this subject in the banking sector, it enhances the understanding of informational justice in the banking sector. Secondly, moderating role of perceived organizational support in relation to employee engagement, which is apparently less addressed in the literature. Lastly, it penlights the negligible area of performance appraisal justice in the service sector of Pakistan which is getting economic attention as emerging South East Asian country. Using post mail questionnaire, the data was collected from bankers working in district Larkana-Sindh, Pakistan. To test the moderating effect, a Hierarchical regression model is used. The results show that perceived organizational support moderates the relationship between informational justice and employee engagement. The study concludes that high perceived organizational support will result in higher engagement. The implications and scope for further research are discussed.
References
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Empirical evidence from Pakistani banks. Future Business
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engagement in Indian ITES employees: the key to
retention. Employee relations, 29(6), 640-663.
doi:10.1108/01425450710826122
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criteria of fairness,” in Lewicki, R.J., Sheppard, B.H. and
Bazerman, M.H. (Eds). Research on Negotiations in
Organizations, 1, 43-55.
Bland, J. M., & Altman, D. G. (1997). Statistics notes: Cronbach’s alpha.
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Blau, P.M. (1964). 1964 Exchange and power in social life. New York: Wiley.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng,
K. Y. (2001). Justice at the millennium: a meta-analytic review
of 25 years of organizational justice research. Journal of Applied
Psychology, 86(3), 425-445.
Cotterell, N., Eisenberger, R., & Speicher, H. (1992). Inhibiting effects of
reciprocation wariness on interpersonal relationships. Journal of
Personality and Social Psychology, 62(4), 658-668.
Cropanzano, R., & Rupp, D. E. (2008). Social exchange theory and
organizational justice: Job performance, citizenship behaviors,
multiple foci, and a historical integration of two
literatures. Research in social issues in management: Justice,
morality, and social responsibility, 63-99.
DeVellis, R. F. (2016). Scale development: Theory and applications (Vol. 26). Sage publications.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986).
Perceived organizational support. Journal of Applied
Psychology, 71(3), 500-507. doi: 10.1037/0021-9010.71.3.500
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational
support: Fostering enthusiastic and productive employees:
American Psychological Association.
Game, A. M., & Crawshaw, J. R. (2017). A question of fit: Cultural and
individual differences in interpersonal justice perceptions.
Journal of Business Ethics, 144(2), 279-291.
George, J. M., Reed, T. F., Ballard, K. A., Colin, J., & Fielding, J. (1993).
Contact With AIDS Patients as a Source of Work-Related
Distress: Effects of Organizational and Social Support. Academy
of Management Journal, 36(1), 157-171.
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evaluations. Journal of Applied Psychology, 71(2), 340-342. doi:
10.1037/0021-9010.71.2.340
Greenberg, J. (1990). Employee Theft as a Reaction to Underpayment
Inequity: The Hidden Cost of Pay Cuts. Journal of Applied
Psychology, 75(5), 561-568.
Greenberg, J. (1993). Justice and organizational citizenship: A
commentary on the state of the science. [journal article].
Employee Responsibilities and Rights Journal, 6(3), 249-256.
doi: 10.1007/bf01419448
Gupta, V., & Kumar, S. (2012). Impact of performance appraisal justice on
employee engagement: a study of Indian professionals. Employee
Relations, 35(1), 61-78. doi:10.1108/01425451311279410
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Saddle River, NJ,7458, 785.
Hallberg, U. E., & Schaufeli, W. B. (2006). “ Same same” but different?
Can work engagement be discriminated from job involvement
and organizational commitment?. European Psychologist, 11(2), 119-127.
Hui, L., & Qin-xuan, G. (2009). Performance appraisal: what’s the matter
with you?. Procedia Earth and Planetary Science, 1(1), 1751-
1756. doi: 10.1016/j.proeps.2009.09.268
Jones, D. A., & Martens, M. L. (2009). The mediating role of overall
fairness and the moderating role of trust certainty in justice–
criteria relationships: The formation and use of fairness heuristics
in the workplace. Journal of Organizational Behavior, 30(8), 1025-1051.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement
and Disengagement at Work. Academy of Management Journal, 33(4), 692-724.
Karriker, J. H., Williams, M. L., & Williams, L. J. (2017). Direct and
Indirect Assessments of Organizational Justice: Homogeneity or
Harmony?. Journal of Organizational Psychology, 17(3), 52-68.
Lang, J., Bliese, P. D., Lang, J. W., & Adler, A. B. (2011). Work gets unfair
for the depressed: Cross-lagged relations between organizational
justice perceptions and depressive symptoms. Journal of Applied
Psychology, 96(3), 602.
Latham, G. P., Almost, J., Mann, S., & Moore, C. (2005). New Developments in
Performance Management. Organizational Dynamics, 34(1), 77-87.
doi: 10.1016/j.orgdyn.2004.11.001
Levinson, H. (2009). Reciprocation: The relationship between man and
organization. Administrative Science Quarterly, 9(4), 370.
Liu, X., & Yu, K. (2017). Delay of Gratification in Predicting Job
Performance in New Employees: A Time-Varying Process and
the Moderating Role of Perceived Informational Justice. Journal
of Pacific Rim Psychology, 11. doi: 10.1017/prp.2017.4
Loi, R., Yang, J., & Diefendorff, J. M. (2009). Four-factor justice and daily
job satisfaction: a multi-level investigation. Journal of Applied
Psychology, 94(3), 770-781.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee
Engagement. Industrial and Organizational Psychology, 1(1), 3-
30. doi: 10.1111/j.1754-9434.2007.0002.x
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support:
A Review of the Literature. Journal of Applied Psychology, 87(4), 698-714.
Rousseau, D. M. (1995). Psychological Contracts in Organizations.
London: SAGE Publications, Inc.
Rowland, C., & Hall, R.D. (2013). Organizational justice and
performance: is appraisal fair? Euromed Journal of Business, 7(3), 280-293.
Saks, A. M. (2006). Antecedents and consequences of employee
engagement. Journal of Managerial Psychology, 21(7), 600-619.
doi:10.1108/02683940610690169
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement
of Work Engagement With a Short Questionnaire A Cross-
National Study. Educational and Psychological Measurement,
66(4), 701-716.
Scott, B. A., Colquitt, J. A., & Zapataphelan, C. P. (2007). Justice as a
Dependent Variable: Subordinate Charisma as a Predictor of
Interpersonal and Informational Justice Perceptions. Journal of
Applied Psychology, 92(6), 1597-1609.
Spell, C. S., & Arnold, T. (2007). An appraisal perspective of justice,
structure, and job control as antecedents of psychological
distress. Journal of Organizational Behavior, 28(6), 729-751. doi: 10.1002/job.441
The Moderating Role of Perceived Organizational Support Suan Choo, L., Mat, N., & Al-Omari, M. (2013). Organizational practices
and employee engagement: a case of Malaysia electronics
manufacturing firms. Business Strategy Series, 14(1), 3-10.
doi:10.1108/17515631311295659
Thomas, C. H. (2007, August). A NEW MEASUREMENT SCALE FOR
EMPLOYEE ENGAGEMENT: SCALE DEVELOPMENT,
PILOT TEST, AND REPLICATION. In Academy of Management
Proceedings (Vol. 2007, No. 1, pp. 1-6). Briarcliff Manor, NY
10510: Academy of Management.
Verburg, R. M., Nienaber, A. M., Searle, R. H., Weibel, A., Den Hartog, D.
N., & Rupp, D. E. (2017). The role of organizational control systems
in employees’ organizational trust and performance outcomes.
Group & Organization Management, 1059601117725191.
Walumbwa, F. O., Cropanzano, R., & Hartnell, C. A. (2009).
Organizational justice, voluntary learning behavior, and job
performance: A test of the mediating effects of identification and
leader-member exchange†. Journal of Organizational Behavior, 30(8), 1103-1126.
Wang, Z., Zhang, J., Thomas, C. L., Yu, J., & Spitzmueller, C. (2017).
Explaining benefits of employee proactive personality: The role
of engagement, team proactivity composition and perceived
organizational support. Journal of Vocational Behavior, 101, 90-
103. doi: 10.1016/j.jvb.2017.04.002
Experimental Social Psychology, 2, 267-299.
Aiken, L. S., West, S. G., & Reno, R. R. (1994). Multiple regression:
testing and interpreting interactions. Journal of the Operational
Research Society, 45(1), 119-120.
Armstrongstassen, M., & Schlosser, F. (2011). Perceived organizational
membership and the retention of older workers. Journal of
Organizational Behavior, 32(2), 319-344.
Asrar-ul-Haq, M. (2015). Impact of leadership styles on employee
organizational commitment: evidence from the banking sector of
Pakistan. Paper presented at the Academy of Human Resource
Development, Saint Louis, MO. USA.
Asrar-ul-Haq, M., & Kuchinke, K. P. (2016). Impact of leadership styles
on employees’ attitude towards their leader and performance:
Empirical evidence from Pakistani banks. Future Business
Journal, 2(1), 54-64. doi: 10.1016/j.fbj.2016.05.002
Bhatnagar, J. (2007). Talent management strategy of employee
engagement in Indian ITES employees: the key to
retention. Employee relations, 29(6), 640-663.
doi:10.1108/01425450710826122
Bies, R. J., & Moag, J. F. (1986). “Interactional justice: communication
criteria of fairness,” in Lewicki, R.J., Sheppard, B.H. and
Bazerman, M.H. (Eds). Research on Negotiations in
Organizations, 1, 43-55.
Bland, J. M., & Altman, D. G. (1997). Statistics notes: Cronbach’s alpha.
BMJ, 314(7080), 572-572.
Blau, P.M. (1964). 1964 Exchange and power in social life. New York: Wiley.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng,
K. Y. (2001). Justice at the millennium: a meta-analytic review
of 25 years of organizational justice research. Journal of Applied
Psychology, 86(3), 425-445.
Cotterell, N., Eisenberger, R., & Speicher, H. (1992). Inhibiting effects of
reciprocation wariness on interpersonal relationships. Journal of
Personality and Social Psychology, 62(4), 658-668.
Cropanzano, R., & Rupp, D. E. (2008). Social exchange theory and
organizational justice: Job performance, citizenship behaviors,
multiple foci, and a historical integration of two
literatures. Research in social issues in management: Justice,
morality, and social responsibility, 63-99.
DeVellis, R. F. (2016). Scale development: Theory and applications (Vol. 26). Sage publications.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986).
Perceived organizational support. Journal of Applied
Psychology, 71(3), 500-507. doi: 10.1037/0021-9010.71.3.500
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational
support: Fostering enthusiastic and productive employees:
American Psychological Association.
Game, A. M., & Crawshaw, J. R. (2017). A question of fit: Cultural and
individual differences in interpersonal justice perceptions.
Journal of Business Ethics, 144(2), 279-291.
George, J. M., Reed, T. F., Ballard, K. A., Colin, J., & Fielding, J. (1993).
Contact With AIDS Patients as a Source of Work-Related
Distress: Effects of Organizational and Social Support. Academy
of Management Journal, 36(1), 157-171.
Greenberg, J. (1986). Determinants of perceived fairness of performance
evaluations. Journal of Applied Psychology, 71(2), 340-342. doi:
10.1037/0021-9010.71.2.340
Greenberg, J. (1990). Employee Theft as a Reaction to Underpayment
Inequity: The Hidden Cost of Pay Cuts. Journal of Applied
Psychology, 75(5), 561-568.
Greenberg, J. (1993). Justice and organizational citizenship: A
commentary on the state of the science. [journal article].
Employee Responsibilities and Rights Journal, 6(3), 249-256.
doi: 10.1007/bf01419448
Gupta, V., & Kumar, S. (2012). Impact of performance appraisal justice on
employee engagement: a study of Indian professionals. Employee
Relations, 35(1), 61-78. doi:10.1108/01425451311279410
Hair, J. F., & Jnr, B. (2009). BJ, & Anderson, RE (2010). Multivariate
Data Analysis: A global perspective, 7/e, PrenticeHall, Upper
Saddle River, NJ,7458, 785.
Hallberg, U. E., & Schaufeli, W. B. (2006). “ Same same” but different?
Can work engagement be discriminated from job involvement
and organizational commitment?. European Psychologist, 11(2), 119-127.
Hui, L., & Qin-xuan, G. (2009). Performance appraisal: what’s the matter
with you?. Procedia Earth and Planetary Science, 1(1), 1751-
1756. doi: 10.1016/j.proeps.2009.09.268
Jones, D. A., & Martens, M. L. (2009). The mediating role of overall
fairness and the moderating role of trust certainty in justice–
criteria relationships: The formation and use of fairness heuristics
in the workplace. Journal of Organizational Behavior, 30(8), 1025-1051.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement
and Disengagement at Work. Academy of Management Journal, 33(4), 692-724.
Karriker, J. H., Williams, M. L., & Williams, L. J. (2017). Direct and
Indirect Assessments of Organizational Justice: Homogeneity or
Harmony?. Journal of Organizational Psychology, 17(3), 52-68.
Lang, J., Bliese, P. D., Lang, J. W., & Adler, A. B. (2011). Work gets unfair
for the depressed: Cross-lagged relations between organizational
justice perceptions and depressive symptoms. Journal of Applied
Psychology, 96(3), 602.
Latham, G. P., Almost, J., Mann, S., & Moore, C. (2005). New Developments in
Performance Management. Organizational Dynamics, 34(1), 77-87.
doi: 10.1016/j.orgdyn.2004.11.001
Levinson, H. (2009). Reciprocation: The relationship between man and
organization. Administrative Science Quarterly, 9(4), 370.
Liu, X., & Yu, K. (2017). Delay of Gratification in Predicting Job
Performance in New Employees: A Time-Varying Process and
the Moderating Role of Perceived Informational Justice. Journal
of Pacific Rim Psychology, 11. doi: 10.1017/prp.2017.4
Loi, R., Yang, J., & Diefendorff, J. M. (2009). Four-factor justice and daily
job satisfaction: a multi-level investigation. Journal of Applied
Psychology, 94(3), 770-781.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee
Engagement. Industrial and Organizational Psychology, 1(1), 3-
30. doi: 10.1111/j.1754-9434.2007.0002.x
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support:
A Review of the Literature. Journal of Applied Psychology, 87(4), 698-714.
Rousseau, D. M. (1995). Psychological Contracts in Organizations.
London: SAGE Publications, Inc.
Rowland, C., & Hall, R.D. (2013). Organizational justice and
performance: is appraisal fair? Euromed Journal of Business, 7(3), 280-293.
Saks, A. M. (2006). Antecedents and consequences of employee
engagement. Journal of Managerial Psychology, 21(7), 600-619.
doi:10.1108/02683940610690169
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement
of Work Engagement With a Short Questionnaire A Cross-
National Study. Educational and Psychological Measurement,
66(4), 701-716.
Scott, B. A., Colquitt, J. A., & Zapataphelan, C. P. (2007). Justice as a
Dependent Variable: Subordinate Charisma as a Predictor of
Interpersonal and Informational Justice Perceptions. Journal of
Applied Psychology, 92(6), 1597-1609.
Spell, C. S., & Arnold, T. (2007). An appraisal perspective of justice,
structure, and job control as antecedents of psychological
distress. Journal of Organizational Behavior, 28(6), 729-751. doi: 10.1002/job.441
The Moderating Role of Perceived Organizational Support Suan Choo, L., Mat, N., & Al-Omari, M. (2013). Organizational practices
and employee engagement: a case of Malaysia electronics
manufacturing firms. Business Strategy Series, 14(1), 3-10.
doi:10.1108/17515631311295659
Thomas, C. H. (2007, August). A NEW MEASUREMENT SCALE FOR
EMPLOYEE ENGAGEMENT: SCALE DEVELOPMENT,
PILOT TEST, AND REPLICATION. In Academy of Management
Proceedings (Vol. 2007, No. 1, pp. 1-6). Briarcliff Manor, NY
10510: Academy of Management.
Verburg, R. M., Nienaber, A. M., Searle, R. H., Weibel, A., Den Hartog, D.
N., & Rupp, D. E. (2017). The role of organizational control systems
in employees’ organizational trust and performance outcomes.
Group & Organization Management, 1059601117725191.
Walumbwa, F. O., Cropanzano, R., & Hartnell, C. A. (2009).
Organizational justice, voluntary learning behavior, and job
performance: A test of the mediating effects of identification and
leader-member exchange†. Journal of Organizational Behavior, 30(8), 1103-1126.
Wang, Z., Zhang, J., Thomas, C. L., Yu, J., & Spitzmueller, C. (2017).
Explaining benefits of employee proactive personality: The role
of engagement, team proactivity composition and perceived
organizational support. Journal of Vocational Behavior, 101, 90-
103. doi: 10.1016/j.jvb.2017.04.002
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Published
2018-06-15
How to Cite
Abbas, W. (2018). THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN THE EFFECT OF INFORMATIONAL JUSTICE ON EMPLOYEE ENGAGEMENT: AN EMPIRICAL STUDY ON BANKS OF PAKISTAN. Journal of Business Strategies, 12(01), 45–60. Retrieved from https://greenwichjournals.com/index.php/businessstudies/article/view/352
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