Informational justice and employee knowledge hiding behaviours: Mediation of organizational identification and moderation of justice sensitivity
Ontology highlight
ABSTRACT: Purpose
– This study examines the effects of information justice on employee knowledge hiding via the mediation of organizational identification, and further investigates how justice sensitivity moderates these effects. Design/methodology/approach: Data were collected through a questionnaire survey with 250 working individuals in China. Confirmatory factor analysis was conducted to test the validity and reliability of the construct measurement. Regression analyses were then used for hypothesis tests. Findings
Informational justice is negatively associated with evasive hiding and playing dumb behaviours but positively associated with rationalized hiding behaviour through the mediation of organizational identification. In addition, justice sensitivity moderates the relationship between informational justice and organizational identification. Practical implications
Managers should deliver informational justice in their workplace interactions with subordinates in counteracting workplace knowledge hiding, and pay special attention to employees with higher justice sensitivity who possess critical knowledge to the organization. Originality/value
This study identified informational justice in the leader-follower exchange domain as a predictor of employee knowledge hiding, and examined specific mediation mechanism and boundary effects.
SUBMITTER: Xu G
PROVIDER: S-EPMC10073752 | biostudies-literature | 2023 Mar
REPOSITORIES: biostudies-literature
Similar Datasets
Project description:This study investigates the impact of transformational leadership on employee retention in small- and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership- OCB and OCB-employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.
| S-EPMC7090237 | biostudies-literature
Project description:Studies of representative bureaucracy (RB) argue public organizations reflective of the public they serve exhibit better outcomes, especially when serving underrepresented groups. RB theory attributes improved outcomes either to the actions representative bureaucrats take (active representation), or a greater perception of trust and legitimacy toward them by service recipients (symbolic representation), largely treating active and symbolic representation as separate phenomena. We explore the intricate relationship between bureaucracies and the populations they serve by observing the cross-influence between active and symbolic representation, as revealed by self-reported outcomes in discrimination complaints (N = 1,372) referred for voluntary mediation in the United States Postal Service, the REDRESS© program, a context in which mediators are highly limited in representing a claimant's interests given the requirement of impartiality. In exit surveys measuring employee perceptions of organizational justice, we observed the impact of race and gender representation by gauging changes in reported satisfaction when a mediator's race or gender matched the nature of the complaint in cases of race or sex discrimination and sexual harassment, via multivariate regression estimation. These analyses support RB theory regarding sexual harassment complaints, where complainants rated outcomes significantly more favorably for female mediators. We found a negative correlation between female mediators and sex discrimination complaints, as well as African American mediators and race discrimination complainants. To explain this discrepancy, we argue that interactions between symbolic and active representation determine the expectations and perceptions placed on bureaucrats. When a bureaucrat does not meet those expectations, service recipients tend to have a more negative view of organizational justice outcomes.
| S-EPMC9476602 | biostudies-literature
Project description:This paper presents a conceptual model reflecting relationships between visionary leadership and service employee creativity through organizational inertia and knowledge-donating behavior. The research sample consists of 423 employees of 21 four-star hotels in Egypt. The PLS-SEM results revealed that service employee creativity is enhanced when they realize their leaders have visions for the future, are capable of overcoming organizational inertia, along with keeping up with simultaneous changes. The results revealed that this behavior dampens the negative relationship between visionary leadership and organizational inertia. The theoretical and practical implications of the extracted results are discussed.Supplementary informationThe online version contains supplementary material available at 10.1007/s12144-022-02743-6.
| S-EPMC8802259 | biostudies-literature
Project description:BackgroundThe mechanisms underlying genetic predisposition to higher body mass index (BMI) remain unclear.MethodsWe hypothesized that the relationship between BMI-genetic risk score (BMI-GRS) and BMI was mediated via disinhibition, emotional eating and hunger, and moderated by flexible (but not rigid) restraint within two UK cohorts: the Genetics of Appetite Study (GATE) (n = 2101, 2010-16) and the Avon Longitudinal Study of Parents and Children (ALSPAC) (n = 1679, 2014-18). Eating behaviour was measured by the Adult Eating Behaviour Questionnaire and Three-Factor Eating Questionaire-51.ResultsThe association between BMI-GRS and BMI were partially mediated by habitual, emotional and situational disinhibition in the GATE/ALSPAC meta-mediation [standardized betaindirect 0.04, 95% confidence interval (CI) 0.02-0.06; 0.03, 0.01-0.04; 0.03, 0.01-0.04, respectively] external hunger and internal hunger in the GATE study (0.02, 0.01-0.03; 0.01, 0.001-0.02, respectively). There was evidence of mediation by emotional over/undereating and hunger in the ALSPAC study (0.02, 0.01-0.03; 0.01, 0.001-0.02; 0.01, 0.002-0.01, respectively). Rigid or flexible restraint did not moderate the direct association between BMI-GRS and BMI, but high flexible restraint moderated the effect of disinhibition subscales on BMI (reduction of the indirect mediation by -5% to -11% in GATE/ALSPAC) and external hunger (-5%) in GATE. High rigid restraint reduced the mediation via disinhibition subscales in GATE/ALSPAC (-4% to -11%) and external hunger (-3%) in GATE.ConclusionsGenetic predisposition to a higher BMI was partly explained by disinhibition and hunger in two large cohorts. Flexible/rigid restraint may play an important role in moderating the impact of predisposition to higher BMI.
| S-EPMC10749755 | biostudies-literature
Project description:The global economic recession is relevant in public administration, especially in terms of the human factor. If we pretend to empower people as a resource, a key aspect is the perception of equity in their relationships. Previous research has shown how a positive shared interpersonal justice climate (IJC) in a work team impacts employee well-being, affecting the level of engagement and burnout. This influence is crucial in achieving positive results in the organization and for employees. The objective was to analyze the relationship between IJC and extra-role performance (ERP) and the mediating role of two indicators of well-being (burnout and engagement) in work teams. Furthermore, the study examined the Job Demands and Resources model (JD-R) including the relationship with the work family balance (WFB) of public employees. The sample was composed of 404 technical and administrative staff in a Spanish public university. The results indicated the significant relationships between the perceptions of IJC and burnout, engagement, and the two work outcomes WFB and ERP. When burnout and engagement were introduced in the regression equations, total mediation effects were produced.
| S-EPMC6245736 | biostudies-literature
Project description:Within the vibrant yet complex ecosystem of higher education institutions, nurturing a culture of employee voice is critical for driving innovation, fostering engagement, and optimizing decision-making. However, it's still a complex task to identify the main factors influencing voice behaviour. This study ventures into this fertile ground, examining the mediating role of leader-member exchanges in the structural relationship between perceived organizational justice and employee voice behaviour in higher education. A correlational study design was used. A total of 361 participants were involved in the study. Data were collected using a questionnaire and analyzed using structural education modelling (SEM). The study found that both perceived organizational justice and leader-member exchange have a significant direct influence on employee voice behaviour, suggesting that both variables are important factors in predicting employee voice behaviour. Despite these effects, the contribution of leader-member exchange was found to be more impactful than perceived organizational justice. When the leader-member exchange is entered as a mediating variable in the structural model, the indirect effect of organizational justice becomes large. This suggests that when employees perceive their organization as fair, they are more likely to form positive relationships with their leaders and, as a result, these relationships lead to greater employee voice behaviour. Therefore, it can be concluded that higher education institutions are recommended to create a fair and equitable working environment strengthened by strong relationships between leaders and employees, as this directly contributes to improving employees' ability to express their thoughts and opinions for the benefit of the institutions.
| S-EPMC10882034 | biostudies-literature
Project description:BackgroundOrganizational variables as perceived organizational justice can influence patients' behaviors. After analyzing the three tenants of patient-centered care (i.e., communication, relationships and health promotion), we identified a gap regarding how patients' attitudes and organizational perceptions contribute to enhancing the effectiveness of patient-centered care. This study aims to improve the understanding of patients' experiences with health care organizations to enable health care service management to enhance patient-centered care quality. Given the structural differences in healthcare systems in Spain and the U.S., we examined both contexts to strengthen our analysis of patient perceptions that are critical for improving patient-centered care across different systems.MethodsWe conducted a cross-sectional survey study using two data samples from Spain and the U.S. We tested the role of patients perceived interactional and informational organizational justice in health service performance with respect to patients' behaviors of adhering to professional advice and loyalty to the service. The final sample comprised 473 health care users from Spain (male 59.2%) and 406 from the U.S. (male 52.0%), all aged 18 or older. In Spain, we developed a random sample selection from patients that visited their primary care service onsite. In the U.S., patients were invited to participate though an online survey platform that randomly selected participants from their panel database of the general population. In both samples the participants had visited a healthcare service within the past six months. We assessed perceived organizational justice (interactional and informational), adherence to professional advice, and loyalty to the service, and the mediating role of trust in healthcare providers and satisfaction with services.ResultsSignificant correlations were found in both samples for each justice dimension with both behaviors: adherence to advise (interactional, r = 0.15/0.18, p < 0.01; informational, r = 0.19/0.19, p < 0.01) and loyalty to the service (interactional, r = 0.45/0.79, p < 0.01; informational, r = 0.45/0.70, p < 0.01). When we tested the model that included mediating patients' attitudes of trust and satisfaction, we found that the direct relationship between informational justice and adherence still held (standardized trajectory coefficient = 0.13, p < 0.01) showing their consolidated relationship. For interactional fairness, trust and satisfaction significantly mediated the relationship with adherence. On the other hand, the relationships between both justices and patient loyalty to the service were always partially mediated by patient trust and satisfaction (model fit for interactional justice perceptions RMSEA = 0.101, CFI = 0.959, GFI = 0.959; model fit for informational justice perceptions RMSEA = 0.136, CFI = 0.937, GFI = 0.946).ConclusionsPatients' perceptions of interactional and informational justice play an essential role in their adherence to professional advice, their loyalty to the service, and their ability to develop trust and satisfaction in health services. Communication and relationship-building in patient-centered care should incorporate fairness considerations to enhance healthcare outcomes. Policies and programs should integrate these justice perceptions into patient-centered care strategies. We outline specific implications for improving healthcare quality and patient-centered care.
| S-EPMC11883949 | biostudies-literature
Project description:AimThe present study is an attempt to investigate the relationship between Corley's model variables in mental health nurses.BackgroundBased on Corley's model, burnout and moral distress in nurses are, in retrospect, the consequences of the interplay of organizational and individual factors such as perceived organizational justice, moral sensitivity, and moral courage. The relationship between two variables or three variables of Corley's moral distress model has been investigated, but the test of Corley's moral distress model with more variables has not been done. Therefore, this research was proposed with the aim of investigating the relationship between the variables of moral courage and moral sensitivity (as characteristics of nurses), perceived organizational justice (as an antecedent), moral distress, and job burnout (as consequences of moral distress).MethodsThe study was conducted as a descriptive correlational study involving 500 nurses working in the mental health wards of hospitals. Data collection was conducted using perceived organizational justice scale, moral sensitivity scale, moral courage scale, moral distress scale, and burnout inventory.ResultsThe results showed a significant relationship between perceived organizational justice, moral sensitivity, moral courage, and moral distress (< 0.05). Moreover, perceived organizational justice and moral distress had an inverse relationship. Moral sensitivity and moral courage had a direct relationship with moral distress (< 0.05). Furthermore, the results showed inadequate model fitness.ConclusionsThis study adds to the existing knowledge about the experiences of mental health nurses and their interactions with both organizational and individual factors. It highlights that the connections between perceived organizational justice, moral sensitivity, moral courage, moral distress, and burnout are intricate and multifaceted. As we deepen our understanding of these relationships, it opens the door for the development of interventions and strategies to enhance nurses' well-being and the quality of care they deliver in mental health settings. Moreover, future research and ongoing refinement and expansion of Corley's model will be crucial in addressing the complex challenges within the healthcare sector.
| S-EPMC10559416 | biostudies-literature
Project description:Employee assistance programs (EAPs) provide work, living, and health services to help employees overcome personal and organizational obstacles that affect their productivity. Most businesses in Taiwan are small or medium-sized, and their scale, stage of development, and resources affect their implementation of EAPs. This study explored EAPs and related measures that organizations can implement in each stage of their development. The results may serve as a reference for human resources personnel in planning EAPs, specifically in identifying appropriate measures to implement for each developmental stage of their organizations. The modified Delphi method and fuzzy analytic hierarchy process were used to organize and analyze key EAP measures and their weights during the creation, guidance, authorization, coordination, and collaboration stages of organizational development. Data analysis revealed that in all five stages of organizational development, work-related EAP measures are the most crucial. As an organization transitions from the creation to collaboration stages, the work dimension is neglected in favor of the health dimension. In the authorization stage, the organization begins to provide a wider range of services in the living dimension. The results and other information regarding EAP service models indicate that in each developmental stage, an organization should adopt a different EAP service model that suits its resources, organizational structure, implementation of EAP measures, and other factors.
| S-EPMC9990578 | biostudies-literature
Project description:Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee-employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee-employee relations-relational coordination-in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees of commercial banks (N = 322). Partial least squares structural equation modeling was used for data analysis. Results from multiple linear autoregressive longitudinal analysis indicate that HPWSs predict relational coordination, which in turn partially mediates the HPWS-job satisfaction relationship. Perceptions of peer justice climate provide boundary conditions for the aforementioned mediating effect. This study contributes to existing literature by explaining moderated-mediation mechanisms through which HPWSs predict employee job satisfaction. Managers can strengthen the effect of HPWS on employee-employee relations and subsequent effect on employee job satisfaction by promoting peer justice climate in organizations.
| S-EPMC7242624 | biostudies-literature