The frameworks for impacting employees perception Essay

Over the old few decennaries organisational justness has been an active country of research in organisational behaviour ( Cropanzano and GreenBerg, 1997 ) . The term justness is used in this survey to intend the grade to which employee perceive the overall organisation regulations processs and policies, distribution of wagess that are relevant to their work to be just. Harmonizing to Lind and Tyler ( 1988 ) organisational justness is concerned with people ‘s perceptual experience about equity with regard to their employment relationships and it has been found that persons value both what they receive and how they receive it. Although research has focused on organisational justness, motive and public presentation of employees as separate constructs but merely a few efforts have been made to a model to look into the influence of employee perceptual experience of justness on motive and public presentation. The aim of the current paper is to show a model for explicating the relationship between employee perceptual experience of organisational justness, motive and public presentation.

An organisational result such as employee motive and occupation public presentation is related to procedural justness, interactive justness, and distributive justness. Here we mean that if employee perceives procedural equity they would be motivated toward their occupation and they would execute their undertakings more actively and demo more concern toward occupation public presentation. The consequences related to the equity of processs indicate that employees ‘ perceptual experiences of the methods and processs used in the organisation have a direct nexus to their motivational and public presentation degree. This indicates that the more positive the perceptual experience ; the more motivated the employee would be. The theoretical relationship between organisational justness, motive, and public presentation is discussed in the undermentioned subdivisions. A theoretical model is presented in the signifier of testable hypotheses. The concluding subdivision of paper discusses the research methodological analysis that can be used for proving the research model.


Organizational justness represents a line of research in which the pertinence of societal justness theory is examined in the country of organisational behaviour. Stacy Adams in 1960s is respected as the opener of research on justness in organisational and managerial scenes. Adam ‘s equity theory and other organisational justness theoretical account ( Crosby, 1976 ; Deutsch, 1975 ) could non wholly explicate and predict people ‘s reactions to comprehend justness. This deficiency of theoretical account shifted focal point of the research workers to procedural justness ( Cropanzano and Randall, 1993 ) . Procedural justness – the sensed equity of the procedure by which wagess are decided – really expanded the range of the survey of distributive justness. The findings of the research show that distribution of the wages is considered to be less of import than the procedure by which the wagess are decided ( Lind and Tyler, 1988 ) . In the average clip another dimension of organisational justness appeared which is known as interactive justness ( Bies and Moag, 1986 ) . Interactional justness focal points on the interpersonal side of the organisational justness such as, interpersonal intervention and communicating between direction and employees.

The construct of organisational justness has been driven from different angles by different authors. It is by and large accepted that perceptual experiences of employees about equity in all organisational processs and patterns are believed to impact on their behaviour and occupation results. Research workers in big tend to hold on the various nature of the concept, and tend to mention to three chief facets of organisational justness. Moorman ( 1991 ) shows that three facets of organisational justness correlative with each but these are distinguishable in nature. Following his account this survey defines organisational justness as the assortment of the undermentioned three facets:

Distributive justness

Procedural justness

Interactional justness

2.1 Distributive Justice

The primary focal point of justness research before 1975 was on distributive justness, which refers to how just people perceive their wagess to be. Most of this work was based on Adam ‘s equity theory ( Adam and Freedman, 1976 ) in which it was suggested that people determine whether their wagess are just by doing societal comparings. They do so by comparing their ain input end product ratio with that of others ( Herbiniak and Alutto 1972 ) . The construct of equity in organisations emerged from the social-psychological literature on distributive justness ( Deutsch, 1985 ) . Because distributive justness is about the distribution of the wagess and penalty inside the organisation, it has deductions for organisations where distribution results are of import.

The survey of distributive justness is related with perceptual experience of employees about their work outcomes within an organisational context. In general employees ‘ base their perceptual experiences about distributive justness by comparing their wages with that of others in the organisations. For case, workers in an organisation may compare their fiscal wagess, developing chances, working hours and compensation. Such comparing can hold positive every bit good as negative consequences. In instance of positive consequence the employees would experience positive about the organisational system of distribution and the relation would change by reversal otherwise. There are surveies which argue that such organisations where resources are distributed below the belt are prone to clangs, sense of misgiving and dishonour and similar societal issues. For illustration, Rawls ( 1999 ) high spots that in organisational scenes wagess should non be affected by luck factors such as, an employee ‘s topographic point of birth, position in society, and influence of his/her household. He farther argues that intent of distributive justness is to cut down the consequence of such undue factors and guarantee that the wagess are distributed in a just mode and for profiting all employees.

Research workers in general converge that presence of organisational justness significantly contributes in organisational effectivity ( Tang and Sarsfield-Baldwin, 1996 ) . Due to the focal point of distributive justness on results, it is expected to be related to the cognitive, affectional, behavioural reactions to a peculiar wages or penalty. Research has argued that if a peculiar result is viewed as unfair so it leads to an consequence on emotion ( Weiss et al. , 1999 ) and their behaviour in footings of public presentation of backdown. This leads to the undermentioned proposition.

Proposition 1: Employees ‘ perceptual experience of distributive justness is positively related with their motive.

2.2 Procedural Justice

The research about distributive justness led to realization that people non merely value the results but besides the processs used for administering the wagess. Perceived equity of results considered was no longer as the the lone determiner of sensed organisational justness. But instead, the sensed justness of the procedure by which the results were realized was besides of import. Thibaut and Walker ( 1975 ) introduce the construct of procedural justness to explicate people ‘s equity concern in courtroom and Leventhal ( 1980 ) translate this construct into organisational scenes. Tyler and Lind ( 1988 ) argue that in some instances procedural justness is the most of import determiner of sensed organisational justness. When a procedure taking to a certain result is perceived to be unjust, the people ‘s reactions are predicted to be directed at the whole organisation, instead than at his/her undertakings or the specific result in inquiry. This is different from anticipations presented for distributive justness, which stresses outcome-focused, instead than organization-focused reactions ( Cropanzano & A ; Folger, 1991 ; Sweeney & A ; McFarlin, 1993 ) .

Procedural justness refers to how just people perceive the processs that are used as to get at determination results. It is related to the equity of the procedures by which determinations are made. Cropanzano and Stein ( 2009 ) specify procedural justness as the equity of the processs that are utilized to find what wagess are used, how wagess are distributed, and to whom the wagess are given. It has been argued that employees feel satisfied with the justness procedure which deals with them with regard, unity, and self-respect even when results of the procedure are non liked by them. Some research workers further argue that such procedure is one of the most important factors in modern-day work environment ( Tang and Sarsfield-Baldwin, 1996 ; Mossholder, 1998 ) . For case, employees significantly notice whether their voice is valued during determination devising procedure and whether processs are just or biased ( Lind and Taylor 1988 ) .

Harmonizing to Leventhal ‘s ( 1980 ) conceptualisation, processs are seen as fairer when the processs follow some basic regulations in their design than otherwise. These six regulations are: ( a ) the consistence regulation, mentioning to the consistence in allotment processs across individuals and over clip ; ( B ) the bias-suppression regulation, mentioning to bar from ego involvements of determination shapers in the allotment procedure ; ( degree Celsius ) the truth regulation, saying that truth of information used in the allotment procedure should be high ; ( vitamin D ) the correctability regulation, mentioning to the being of chances for altering an unfair determination ; ( vitamin E ) the representativeness regulation, refers to the demands, values, and mentalities of all the parties that are being affected by the allotment procedure should reflect in the allotment procedure ; and eventually ( degree Fahrenheit ) the ethicality regulation, which requires that the allotment procedure ought to be compatible with the percipients ‘ implicit in moral and ethical values.

Over a period of clip research workers have systematically studied procedural justness impacting different sorts of organisational actions and single behaviour. For illustration Lind and Tyler ( 1988 ) submit that in organisation with low degree of procedural justness creates jobs such as negative perceptual experience towards organisation, sense of dissatisfaction from organisational wages determinations, deficiency of conformity with regulations and ordinances, and in some cases it may halter person and organisational public presentation. In another survey, Tyler and Belliveau ( 1995 ) highlight that procedural justness can be used to make an environment where employees have feeling of trueness towards their organisation, where employees see authorization as a legitimate belongings of the top direction, and as a consequence follow the leading with unpaid attitude. Research highlights that the results of the justness procedure are accepted even when the results are below the outlooks when procedural justness is followed.

In short, it can be safely submitted that procedural justness in organisational scene should hold positive impact on a figure of employees ‘ behavioral and attitudinal responses. Furthermore, the effects of procedural unfairness leads to effects such as decrease in organisational committedness, deficiency of trust and satisfaction, opposition to compliance with determination and decreased public presentation. These findings in literature indicate that high degree of procedural justness should take to enhanced motive.

Proposition 2: Employees ‘ perceptual experience of procedural justness is positively related with their motive.

2.3 Interactional Justice

The recent literature high spots another dimension of organisational justness, which is interactive justness. Interactional justness is besides presented as an extension of the procedural justness and relates to the human side of the organisational justness. This construct was introduced by Bies and Moag ( 1986 ) . This dimension of justness refers to the nature of relationships between the employee and his supervisor. This type of organisational justness trades with the perceptual experience of equity in procedural actions of others ( Krings and Facchin, 2009 ) . Issues in interactive justness by and large occur when employees are misled, evaluated unjustly and deprived of privateness or award.

Here employee perceptual experience of equity in the organisation processs and procedure is assumed to act upon his/her relationships with the organisation, colleagues and directors, which in bend affects his behaviour and work outcomes. Literature highlights three major dimension of interactive justness. These dimensions are:

Fairness in relationships

Supervisor subordinates coordination and communicating


It is by and large argued that relationships between employees of the organisation, between employees and directors, and between employees and organisation are important forecasters of the presence of interactive justness. The importance of interactive justness has been highlighted by Cottringer ( 1999 ) . His statement is that since it can impact on attitude and public presentation of employees therefore it is of import to make and pull off equity in work organisations. His decision is that basic equity is a primary regulation in direction. Directors should handle employees the manner they want to be treated. The cardinal equity is achieved when there is feasible balance between opposing behaviours, such as supplying versus pickings, autarchy versus democracy, liberty vs. supervising, alteration versus stableness, aloofness versus accessibility, idealism versus pragmatism, speaking versus hearing, simpleness versus complexness, organisation versus person, and believing versus moving. Since interactive justness is partly established by the interpersonal behaviour of representatives of direction, interactive justness is believed to be linked to cognitive, affectional, and behavioural reactions toward such representatives, that is, the immediate supervisor or footing of justness ( Bies & A ; Moag, 1986 ; Bies, 2001 ; Cropanzano & A ; Prehar, 1999 ; Masterson et al. , 2000 ) . Therefore, in instance when an employee faces interactive unfairness, he/she is expected to negatively respond toward his/her supervisor ( or the unit that he/she perceives as interactive unfair to the individual ) instead than negatively react toward the organisation as a whole. This anticipation is contrary to the 1 by procedural justness theoretical accounts and distributive justness theory. In such state of affairss the employee is expected to be dissatisfied with his/her immediate supervisor instead than with the organisation as a whole. In the similar manner, the employee is expected to be less committed to his/her immediate supervisor, instead than to the whole organisation, and to develop negative feelings toward the supervisor, but less so toward the organisation ( Cropanzano & A ; Prehar, 1999 ; Masterson et al. , 2000 ) .

Communication between director and employees is another sub-component of interactive justness. It is of import for the organisations to develop a communicating mechanism which is effectual and which enables the employees and their directors to often interact with each other. Research has argued that effectual and frequent communicating between directors and their employees has positive impact on employees ‘ motive and public presentation ( Tang and Sarsfield-Baldwin, 1996 ) . Hence it can be safely submitted that communicating between employees and the directors has important function in modern-day organisations. It is farther argued that employees ‘ ownership which leads to heighten motive can be created by an environment which is crystalline, honest, and values to all employees. He farther suggests that holding an efficient bipartisan communicating system within the organisation promotes greater employee trueness and public presentation. Similarly, Sanchez ( 1999 ) argues that bipartisan communicating is a critical characteristic in recent concern environment. He farther suggests some schemes that may make successful employee communicating in the information epoch. In his paper he concludes that communicators are confronting complex challenges in developing schemes and procedures for pull offing the communicating in such a manner that the latter enhances the organisation ‘s public presentation. Broad-based communicating must be designed in a manner that it must win the attending and cooperation of employees. These challenges can be met by set uping proactive, good defined communicating schemes that engage and align employees with the organisational concern ends.

The concluding facet of interactive justness is trust. Trust is considered as a important facet of the relationship between employee and organisation or organisational representatives such as directors and it is precursor to many of the employees ‘ actions and reactions. Recent research argues that trust can play of import function in actuating the squad members to work together to unite single attempts. Cole and Cole ( 1999 ) suggest that the volatile corporate universe of retrenchment, amalgamations and organisational restructuring have shattered employee security and assurance. Hence we can state that it is of import to derive employee ‘s trust. Based on the apprehension from old literature it is argued that interactive justness has positive impact on employees ‘ motive.

Proposition 3: Employees ‘ perceptual experience of interactive justness is positively related with their motive.


Since the houses are fighting to utilize their human resources for deriving more affectivity and competitory advantage, it is non astonishing that the employee-organization nexus has frequently appeared as a affair of attending for both executives and organisational research workers. During this research employee public presentation has gained cardinal importance ( Cappelli, 1999 ; Rousseau, 1995 ; Tsui et al. , 1995 ) . Empirical surveies ( Cropanzano et al. , 2002 ; Masterson et al. , 2000 ; Rupp and Cropanzano, 2002 ) have presented significant support that the strength of organisational justness bing in direction determinations about employees straight correlate with the quality of follow-on societal exchange relationships between the employees and their employer organisations every bit good as between employees and organisational agents such as immediate directors.

Social exchange relationship repeatedly has shown to be a important forecaster of a figure of of import employee attitudes and behaviours, including occupation satisfaction, employee motive, organisational citizenship behaviours, employee public presentation, and others. Tekleab et Al. ( 2005 ) argue that if organisations violate the psychological contracts established with the employees so employees perceive that the organisation is non being merely in its processs and finally this impact the societal exchange between persons and the organisation in negative manner and it would ensue in lower motivational degree and hapless public presentation.

In a set of field experiments by Schaubroeck et Al. ( 1994 ) it is argued that in organisations where employees perceive the procedural justness is in topographic point they are more motivated. It is further stressed that in such province of head employees ‘ public presentation additions irrespective of the adversities they face, if any. Suliman ( 2000 ) investigates the relationship between the interactive justness and self-described public presentation in Jordanian industries. His research studies that those employees who have positive perceptual experience about their relationships with immediate supervisors are likely to rate their work public presentation more positively than those who whose perceptual experience is about their immediate supervisors is less satisfactory.

Proposition 4: Employees whose motive degree is higher because of organisational justness will public presentation better than those whose motive degree is lower.


The above mentioned propositions are diagrammatically represented in the theoretical theoretical account ( figure 1 ) . The theoretical theoretical account presented in this survey is supported by old research. However, old research deficiencies such a comprehensive theoretical account. The theoretical account presents the thought that three facets of organisational justness – distributive justness, procedural justness, and interpersonal justness – lead to enhanced motive degree of the employees. The theoretical account farther predicts that the employees who are motivated by organisational justness will execute better than otherwise. In the undermentioned subdivision the method to prove the theoretical theoretical account is discussed.

Figure 1. Theoretical Model of Organizational Justice, Motivation, and Performance


For proving the theoretical account presented in this research the undermentioned stairss will be followed.

Item Generation for Questionnaire

Literature presented for mentions in the above subdivisions will be surveyed for developing the points for the variables involved in the research theoretical account. Some of the steps have been developed and used in the old surveies. However, farther attempt will be put in to do them more comprehensive and tailored for this research. The points for staying variables, that are non used antecedently, will be developed after reexamining the relevant literature as mentioned. There will be two subdivisions ( A, B ) of the questionnaire. Section A will inquire general information about the respondents and subdivision B will incorporate points associating to the concepts being investigated in the survey.

Sample and Data Collection

Survey instrument will be distributed by postal mail/email with cover missive explicating its intent and recommendation by a professor from Lahore University of Management Sciences ( LUMS ) . LUMS is a esteemed and respectable establishment in Pakistan that provides premium quality instruction in the field of concern and direction. The receivers will be asked to finish the study within two hebdomads and fax/mail/email the completed signifier to a designated reference mentioned in the questionnaire. A soft reminder will be sent to the losing respondents. Recipients will besides be encouraged to administer the study to other possible respondents within their houses. An analysis of non-response prejudice will be carried out and important differences among the profiles ( senior status, industry, local/foreign, and so on ) of respondents of standard questionnaires will be estimated. Minimal figure of return studies should non be less than prescribed for factor analysis ( Hair et al. , 1992, p. 239 ) .

There are a twosome of other thoughts for increasing the figure of responses. The first thought is to personally see possible respondents ‘ organisation to drop the questionnaire and roll up the responses on the 2nd visit a twosome of yearss after the first visit. This method has benefits such as increased response rate, informations can collected from two or more respondents from the same organisation that can be averaged subsequently on to increase the dependability of the responses. The 2nd thought is to join forces with the organisations carry oning events related to organisational behaviour, such as LUMS. The questionnaire can be distributed at the beginning of the event and the responses can be collected at the terminal of the event.

Validity, Reliability and Data Analysis

The information will be managed in statistical analysis package named SPSS. SPSS is widely used package for informations analysis in scholarly and non-scholarly research. The undermentioned two sub-sections show how cogency and dependabilities of concepts will be ensured.

Content and Face Validity: Contented validityA is a non-statistical signifier of cogency that entails “ the systematic scrutiny of the trial content to find whether it covers a representative sample of the behaviour sphere to be measured ” ( Anastasi & A ; Urbina, 1997 p. 114 ) . Face cogency of the concepts will be ensured by taking sentiments of expert ( practicians and academe ) of the Fieldss about the cogency of the instrument. Content cogency of the concepts is besides satisfied with the comprehensive survey and usage of the old relevant literature mentioned during development of the theoretical theoretical account.

Convergent Cogency: Convergent cogency is ensured by the convergence of the steps of the same concept. Measures of the same concept should meet with each other, intending that they should demo higher correlativity with each other. This cogency will be assessed by important correlativity of the points of the same concept.

Discriminant Cogency: Discriminant cogency is ensured by demoing that steps of different concepts do non demo high correlativity with each other. Relatively lower correlativity shows that the steps belong to different concepts. This cogency will be shown by undistinguished correlativity between different concepts involved in our research theoretical account.

Nomological Cogency: Nomological cogency shows that logical relationship between the concepts is besides reflected in the correlativities of their steps. If two concepts are positively related with each other, so steps are besides positively correlated with each other, and frailty versa. Our survey satisfies this cogency by demoing several expected correlativities among points of different concepts.

Dependability: Confirmatory factor analysis is carried out on the informations to analyze the dimensions of the concepts. Coefficient alpha steps are used for corroborating the internal consistence of the concepts and quality of instrument. A low value of Cronbach ‘s alpha indicates that the points ill capture the concept ( low degree of dependability ) and high value of alpha indicates that the concept is dependable ( Cronbach, 1951 ; Nunnaly, 1978 ) .

Datas Analysis: Once the concepts are established to be valid and dependable, the informations will be farther analyzed to happen out penetrations. The research theoretical account of this survey will be developed on analysis of minute constructions ( AMOS ) . AMOS is acceptable package for structural equation mold and is used for the same intent in scholarly research. Model proving will carried out by proving the structural equation theoretical account on AMOS.