Impact of Intervening Role of Procedural Justice in the Relationship between Work-Life Balance Initiatives and Perceived Organizational Support

Download

Volume 16 Issue 2 2020

Author(s):

Khurram Shakir
Benazir Bhutto Shaheed University Lyari.
khurramshakir@yahoo.com

Ibrahim Noorani
Benazir Bhutto Shaheed University, Karachi.
ibrahimnoorani@gmail.com

Nazia Abdul Rehman
Benazir Bhutto Shaheed University, Karachi.
nzshakir@gmail.com

Mudassir Hussein
Benazir Bhutto Shaheed University, Karachi.
muddyera@gmail.com

Abstract The study aims to investigate a causal relationship between variables under study. The central idea behind this research is to explore the influence of Work-Life Balance initiatives upon employees’ perception of their organizational support, and whether such practices cultivate a sense in employees to work beyond their assigned duties. Primary Data comprises 540 respondents, derived from convenience sampling by using a survey questionnaire as a basic instrument for data collection. Sample size incorporates employees from several banking and telecom companies of Pakistan. Confirmatory Factor Analysis (CFA) and Path Analysis techniques by using AMOS have been applied to analyze data. The results indicate that there exists a significant relationship between Work-Life Balance (WLB) and Perceived Organizational Support (POS) when fully mediated by Procedural Justice (PJ), designating the importance of Procedural Justice in nurturing a sense of organizational support. This proposes to the practitioners of Work-Life Balance (WLB) that the provision of only work-life balance initiatives is sterile towards achieving organizational goals unless equal and fair opportunities of benefitting from such initiatives are made available throughout the organization, ultimately harnessing perceived organizational support on part of the employees towards their respective organizations.
Keywords Procedural Justice, Work-Life Balance Initiatives, Perceived Organizational Support
Year 2020
Volume 16
Issue 2
Type Research paper, manuscript, article
Recognized by Higher Education Commission of Pakistan, HEC
Category "Y"
Journal Name IBT Journal of Business Studies
Publisher Name ILMA University
Jel Classification E02, E44, E71, E41, E45, F62, J11
DOI http://dx.doi.org/10.46745/ilma.jbs.2020.16.02.05
ISSN no (E, Electronic) 2409-6520
ISSN no (P, Print) 2414-8393
Country Pakistan
City Karachi
Institution Type University
Journal Type Open Access
Type of Review Double Blind Peer Reviewed
Format PDF
Paper Link http://ibtjbs.ilmauniversity.edu.pk/journal/jbs/16.2/5.pdf
Page 66-83
References Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436

Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of vocational behavior, 58(3), 414-435.

Ambrose, M. L., & Schminke, M. (2003). Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support,and supervisory trust. Journal of Applied Psychology, 88(2), 295.

Aryasri, A. Ramachandra, and S. Suman Babu. (2007). “Work-Life Balance - A Holistic Approach.”Siddhant-A Journal of Decision Making 7.1. 1-11.

Aryee, S., Chen, Z. X., & Budhwar, P. S. (2004). Exchange fairness and employee performance: An examination of the relationship between organizational politics and procedural justice. Organizational behavior and human decision processes, 94(1), 1-14.

Bakeman, R., and Gottman, J. M. (1997). Observing behavior: An introduction to sequential analysis. Cambridge: Cambridge University.

Baral, R., and Bhargava, S. (2010). Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes. Journal of Managerial Psychology, 25(3), 274-300.

Bentler, P. M. (1992). On the fit of models to covariance and methodology to the Bulletin.. Psychological bulletin, 112(3), 400.

Boiarintseva, G., & Richardson, J. (2019). Work-life balance and male lawyers: a socially constructed and dynamic process. Personnel Review, 48(4), 866-879.

Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of applied psychology, 86(3), 386.

Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321.

Cropanzano, R., Massaro, S., & Becker, W. J. (2017). Deontic justice and organizational neuroscience. Journal of Business Ethics, 144(4), 733–754.

Eisenberger, R., and Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association.

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., and Rhoades, L., (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51. [22]

Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986). “Perceived organizational support” Journal of Applied Psychology, Vol. 71, No. 3, pp. 500- 507

Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2(2016), 3-22.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I., and Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565–573.

Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of marketing research, 382-388.

Grover, S. L., and Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of/ parents and non‐parents. Personnel psychology, 48(2), 271-288

Hair, J. F. Jr., Black, W. C., Babin, B. J., Anderson, R. E., and Tatham, R. L. (2006). Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Prentice-Hall International.

Haar, J. M., & Roche, M. A. (2010). Family supportive organization perceptions and employee outcomes: The mediating effects of life satisfaction. The International Journal of Human Resource Management, 21(7), 999-1014.

Hughes, R., Kinder, A., & Cooper, C. L. (2019). Work-Life Balance. In The Wellbeing Workout (pp. 249-253). Palgrave Macmillan, Cham.

Judge, T. A., & Colquitt, J. A. (2004). Organizational justice and stress: the mediating role of work- family conflict. Journal of Applied Psychology, 89(3), 395.

Jung, H. S., & Yoon, H. H. (2014). Antecedents and consequences of employees’ job stress in a foodservice industry: Focused on emotional labor and turnover intent. International journal of Hospitality Management, 38, 84-88. doi:10.1016/j. ijhm.2014.01.007

Kogan, L. (2004). Mediating effects of affective commitment and perceived organizational support on the relationship between procedural justice and organizational citizenship behavior.

Korsgaard, M. A., & Roberson, L. (1995). Procedural justice in performance evaluation: The role of instrumental and non-instrumental voice in performance appraisal discussions. Journal of management, 21(4), 657-669.

Krishnan J., & Mary, V.S., (2012). Perceived organizational support – an overview on its antecedents and consequences. International Journal of Multidisciplinary Research,2(4), 1-13.

Kumar, R. (2019). Research methodology: A step-by-step guide for beginners. Sage Publications Limited.

Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017).Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of management, 43(6), 1854-1884.

Lambert, M. J. (2013). Bergin and Garfield’s handbook of psychotherapy and behavior change. John Wiley & Sons.

Leedy, P., & Ormrod, J. (2013). Practical research: planning and design, 10th edn. Leventhal, G. S. (1980). What should be done with equity theory?. In Social exchange (pp. 27-55). Springer US.

Moghimi, S. M., Kazemi, M., & Samiie, S. (2013). Studying the relationship betweenorganizational justice and employees’ quality of work life in public organizations: A Case Study of Qom Province. Iranian Journal of Management Studies, 6(1), 119.

Moideenkutty, U., Blau, G., Kumar, R., and Nalakath, A. (2005). Relationship of organization citizenship behavior and objective productivity to managerial evaluations of performance in India. International Journal of Commerce and Management, 15(3/4), 221-229.

Moorman, R. H., Blakely, G. L., and Niehoff, B. P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior?. Academy of Management journal, 41(3), 351-357.

Moorman, R., & Byrne, Z. S. (2005). What is the role of justice in promoting organizational citizenship behavior. Handbook of organizational justice: Fundamental questions about fairness in the workplace, 355-382.

Murphy, F. & Doherty, L. (2011). The experience of work life balance for Irish senior managers Equality Diversity and Inclusion: An International Journal 30 (4), pp. 252-277

Muse, L., Harris, S. G., Giles, W. F., & Feild, H. S. (2008). Work‐life benefits and positive organizational behavior: is there a connection?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29(2), 171-192.

Najafi, S., Noruzy, A., Azar, H. K., Nazari-Shirkouhi, S., & Dalvand, M. R. (2011). Investigatingthe relationship between organizational justice, psychological empowerment, job satisfaction, organizational commitment and organizational citizenship behavior: An empirical model. African Journal of Business Management, 5(13), 5241

. Osterman, P. (1995). Work/family programs and the employment relationship. Administrative science quarterly, 681-700.

Paré, G., Tremblay, M., and Lalonde, P. (2001). The role of organizational commitment and citizenship behaviors in understanding relations between human resources practices and turnover intentions of IT personnel. Cahier du GRe SI no, 1, 07.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.

Roch, S. G., & Shanock, L. R. (2006). Organizational justice in an exchange framework: Clarifying organizational justice distinctions. Journal of management, 32(2), 299-322.

Rupp, D. E., Shapiro, D. L., Folger, R., Skarlicki, D. P., & Shao, R. (2017). A critical analysis of the conceptualization and measurement of organizational justice: Is it time for reassessment? Academy of Management Annals, 11(2), 919-959.

Schumacker, R. E., and Lomax, R. G. (2004). A beginner’s guide to structural equation modeling. Psychology Press.

Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill building approach. John Wiley & Sons.

Thibaut, J., & Walker, L. (1978). A theory of procedure. California Law Review, 66(3), 541–566.

Volmer, J., Niessen, C., Spurk, D., Linz, A., & Abele, A. E. (2011). Reciprocal relationships between leader–member exchange (LMX) and job satisfaction: A cross‐lagged analysis. Applied Psychology, 60(4), 522-545.

Wayne, J.H., Butts, M.M., Casper, W.J. and Allen, T.D. (2016) ‘In search of balance: A conceptual and empirical integration of multiple meanings of work–family balance’, Personnel Psychology 70(1): 167–210. doi:10.1111/peps.12132

Weathington, B. L., & Tetrick, L. E. (2000). Compensation or right: an analysis of employeefringe” benefit perception. Employee Responsibilities and Rights Journal, 12(3), 41-162.

Yasbek, P. (2004). The business case for firm-level work-life balance policies: a review of the literature.