Cynicism, justice and behavioral support for change: a moderated mediation analysis

IF 4.2 3区 管理学 Q2 MANAGEMENT
Sabar Sabar, Badri Munir Sukoco, David Ahlstrom
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引用次数: 0

Abstract

Purpose

The purpose of this study is to describe and explain the relationship between organizational justice, as an environment and as a buffer and suppressant for influencing cynicism about organizational change (CAOC), thereby influencing change-supportive behavior (CSB) and its impact on higher education performance (OP). The social cognitive theory was applied to test the moderating role of perceived organizational justice in the relationship between CAOC, CSB, and OP.

Design/methodology/approach

The research found support for the proposed model using data collected from 91 faculties at 10 autonomous higher education institutions in Indonesia and a multisource research design with a non-academic staff sample.

Findings

This finding confirms that distributive and interactional justice only influences organizational performance when perceived as moderate or high. The moderated mediation analysis findings were supported by the moderating variable of procedural justice but were supported by the moderating variables of distributive and interactional justice.

Originality/value

As a determinant of CAOC on non-academic staff in Indonesia, a country with a high-power distance, cynicism towards change is difficult to detect due to the prevalence of silent cynicism.

愤世嫉俗、正义和对变革的行为支持:调节性中介分析
目的本研究旨在描述和解释组织公正作为影响组织变革犬儒主义(CAOC)的环境、缓冲剂和抑制剂,从而影响变革支持行为(CSB)及其对高等教育绩效(OP)的影响之间的关系。研究采用了社会认知理论,以检验感知到的组织公正在 CAOC、CSB 和 OP 之间关系中的调节作用。研究使用了从印度尼西亚 10 所自治高等教育机构的 91 个院系收集到的数据,并采用了非学术人员样本的多源研究设计,从而为所提出的模型提供了支持。在印度尼西亚这个权力距离较远的国家,由于普遍存在无声的犬儒主义,因此很难发现犬儒主义对变革的影响。
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来源期刊
CiteScore
7.70
自引率
6.10%
发文量
72
期刊介绍: The journal addresses a broad range of topics which are relevant to organizations and reflective of societal developments. Public and private sector organizations alike face ongoing pressure to streamline activities, improve efficiency and achieve demanding organizational objectives. In this context, the ability of senior managers to understand the culture and dynamics of organizations and to deliver strong leadership during periods of change, could be the difference between organizational failure and success.
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