How Fair Is My Job? The Effects of Organisational Justice on Job Involvement among Indian IT Workers during COVID-19

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-06-08 DOI:10.1177/23220937221103335

P. Bhowmik, Pratishtha Bhattacharyya, K. Sahoo

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引用次数: 0

Abstract

Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.

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我的工作有多公平?2019冠状病毒病期间组织公正对印度IT工作者工作投入的影响

由于COVID-19大流行引起的与工作有关的不确定性，组织正义受到了相当大的关注。本文运用工作公平的不确定性管理理论、社会交换理论和规范互惠理论，探讨了新冠疫情期间工作生活质量和工作嵌入性对组织公正与工作投入关系的中介作用。数据是通过对印度五家IT公司的问卷调查收集的。本研究采用Hayes’s PROCESS宏来检验平行中介效应。研究结果表明，工作生活质量和工作嵌入性在组织公平感和工作投入之间具有充分的中介作用，对两者中介作用差异的点估计证实，工作生活质量和工作嵌入性在组织公平感和工作投入之间具有平行中介作用。该研究强调，在不确定的情况和诸如当前大流行等冲击事件中，组织可以通过制定利用组织公平和促进工作因素以提高员工绩效的政策来获得好处。本文还讨论了克服员工工作生活不确定性的不良影响的其他管理含义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.