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Perceived Fairness of Employee Drug Testing as a Predictor of Employee Attitudes and Job Performance
Abstract
Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (turnover intentions and performance). Survey data from 195 employees in a pathology laboratory indicated that justice predicts employee attitudes and performance. Specifically, procedural justice, but not outcome fairness, predicted all 5 criterion variables. These results demonstrate the importance of procedural justice perceptions for predicting employee reactions to drug testing programs.
... Al ajmi (1998) conducted a study of ®ve government organizations in Kuwait and found that distributive justice (r = 0.272), but not procedural justice, was related to organizational commitment. Konovsky and Cropanzano (1991), as well as McFarlin and Sweeney (1992), indicate that procedural justice relates to organizational commitment. ...
تحاول هذه الدراسة التحقق من تأثير عدالة التوزيع وعدالة الإجراءات على الرضا الوظيفي والولاء التنظيمي من ناحية، وعلاقة الرضا الوظيفي بالولاء التنظيمي من ناحية أخرى، وشارك في هذه الدراسة عينة قوامها 520 موظفاً حكومياً في دولة الكويت. وتبين من نتائج الدراسة أن علاقة عدالة التوزيع والإجراءات أقوى مع الرضا الوظيفي منها مع الولاء التنظيمي. كما أن عدالة التوزيع تعد أفضل مؤشر للتنبؤ بالرضا الوظيفي، على حين كانت عدالة الإجراءات أفضل مؤشر دالّ على الولاء التنظيمي. ومن جانب آخر، كشفت نتائج هذه الدراسة أن متغير الرضا الوظيفي يفسر ما نسبته 29% من التباين الكلي في الولاء التنظيمي. وقد خلصت الدراسة أخيراً إلى طرح بعض التوصيات واقتراح بعض الموضوعات لدراسات مستقبلية.
... Thus, turnover issues require further attention for researcher particularly in Islamic banking sector. Secondly, previous studies (Konovsky & Cropanzano, 1991; McFarlin & Sweeney, 1992; Lowe and Vodanovich, 1995; Ponnu and Chuah, 2010; Li, 2014) empirically found inconsistent findings which also required to study justice-turnover relationship with interactional and intervening variables. Thirdly, the past studies, particularly in Pakistani banking sector (Ramay, 2012;Hussain et al., 2015;Saifullah et al., 2015), generally focused on individual or job characteristics and ignored organizational context such as procedural justice & ethical leadership. ...
... For example, a highly qualified person can easily get a promotion as compared to those who have not completed a doctorate degree yet. In the same way, Konovsky and Cropanzano (1991) stated that when employees observe that their chances of promotion are not based on performance rating or on justice practices but on biased and political motives, their job satisfaction decreases and they become de-motivated. Furthermore, a significant association (P =.000) has been observed between teachers' behavior towards duties and students dependent upon the administrator's fairness and the teaching faculty's job satisfaction. ...
The aim of this article was to investigate the effects of Distributive Justice on Teaching Faculty Job Satisfaction in higher educational institutions in Khyber Pakhtunkhwa, Pakistan, specifically Bacha Khan University, University of Malakand, and University of Swat. The study was quantitative in nature, and a questionnaire was employed as a data collection tool to gather primary information from a sample size of 217 respondents selected using a proportional allocation approach. The study found a significant (P≤0.05) relationship between teacher satisfaction and assumptions such as unjust award distribution, teachers not receiving rewards based on performance, and their behaviors being dependent on administrative fairness. Furthermore, unfair reward distribution increases the likelihood of turnover among university teachers. In light of the study's findings, the Government and administration should take proactive measures to provide better working conditions for employees in order to regain their trust. Such measures should include increasing collaboration with teachers, investigating benefits for teachers, fostering stronger relationships in the workplace, and encouraging effective discussion which can enhance and promote an exchange of ideas between administration and faculty.
This study investigated the impact of job stress on teacher productivity in Lagos State Education District V. There has been a significant increase in stress-related deaths in many sectors, including education. Survey research was used in the study. The study population consists of 10 senior secondary schools in Lagos State Educational District V. A purposeful sampling method was used to select 200 teachers. This study used a 5-point Likert scale questionnaire to generate the data. The data were analysed using simple percentage analysis, while hypotheses were tested using the Product Moment Coefficient statistical technique. Study results showed that teachers' productivity is affected by job stress. Management should take better measures to reduce the effects of job stress.
Background
Exploration of the relationship between nursing students’ abusive supervision and their future intention to leave the nursing profession before completing the final clinical practicum is critical to the issue of nursing staff shortages and how to alleviate them. In order to further dissect the factors influencing turnover intention among student nurses in clinical practice, our study used the conservation of resources theory and job demands-resources model to explain the specific pathways that influence student nurses’ intention to leave the nursing profession, with particular focus on nursing students’ personality traits and certain organizational factors.
Method
This study followed a cross-sectional design. Between March and May 2022, a convenience sampling method was used to select 531 nursing students from two medical universities in Fuzhou. The Abusive Supervision, Emotional Exhaustion, Nurse-Patient Relationship, and Turnover Intention Scales were employed to collect data. The PROCESS macro (Models 4 and 7) for SPSS 25.0 by Hayes and 5,000 bootstrap samples were used to examine the moderation and mediation impacts.
Results
Abusive supervision was found to significantly positively predict nursing students’ intention to leave the nursing profession. Emotional exhaustion significantly mediated the relationship between abusive supervision and an intention to leave the nursing profession. The moderating effect of the nurse-patient relationship in the mediation model was also found to be significant.
Conclusions
Abusive supervision by clinical teaching staff is a work-related stressor that leads to emotional exhaustion, consequently decreasing nursing students’ future intention to work as a nurse. A nurse-patient relationship based on trust could buffer the negative effect of abusive supervision on emotional exhaustion. Healthcare organizations and nurse educators should implement programs that educate and train individuals about abusive supervision, emotion regulation, and positive nurse-patient relationships; this would serve to decrease nursing students’ intention to leave the nursing profession. This study provides relevant implications for helping nursing instructors develop effective intervention strategies to retain talented nursing personnel.
Abstrak Untuk dapat tumbuh dan berkembang, organisasi memerlukan human capital yang handal, dan memiliki komitmen.Dalam hal ini, tidak hanya komitmen kerjayang disebabkan tanggung jawab atau kondisi kerja yang lebih baik, tetapi komitmen kerja yang disebabkan karena memiliki keterikatan emosional dengan organisasi. Untuk itu perlu diketahui faktor apa yang dapat memunculkan komitmen organisasi tersebut.Dalam hal ini, berdasarkan berbagai literatur, pemimpin, dalam hal ini kepemimpinan transformasional dinyatakan memiliki dampak positif pada iklim organisasi maupun pada kondisi manusianya, begitu juga halnya dengan kepuasan kerja dianggap memiliki pengaruh yang besar untuk memotivasi pegawai.Penelitian ini bertujuan untuk melihat sampai seberapa jauh peran kepemimpinan transfomasional dan kepuasan kerja terhadap komitmen organisasi. Penelitian ini dilakukan pada perusahaan BUMN (N=3047). Hasil menunjukkan bahwa Kepemimpinan Transformasional dan Kepuasan kerja rmemiliki hubungan yang positif dan signifikan dengan Komitmen Organisasi.Lebih lanjut, tampak bahwa Kepuasan Kerja memiliki korelasi dan kontribusi yang lebih tinggi dibandingkan dengan Komitmen Organisasi terhadap munculnya Komitmen Organisasi, dibandingkan dengan Kepemimpinan Transformasional. Abstract In order to grow and develop, every organization needs competent and committed human capital. In this regard, employee who have emotional commitment with the organization. In this regard, it is needed to identify what are the variables that influence organizational commtment. According to many literatures, it has been said that leader plays an important role in organization as well as in organizational commitment. On the other hand, other research results also mention that employee satisfaction play an important role in creating organizational commitment. The objective of the study is to identify which one from the two variables, Transformational Leadership and Employee Satisfaction that has a greater affects on Organizational Commitment. This research has been done at State Owned Bank with 3047 respondents. The results show that both Transformational Leadership and Job Satisfaction have positively correlated and contributed to the emerging Organizational Committment. More over, the results also show that Job satisfaction had a greater impact on Organizational Commitment compares to Transformational Leadership.
Purpose: This Research work focuses at how service and justice climates influence the strength and direction of the relation between Employee engagement and financial and non-financial results in service businesses, as well as the moderating impact of these climates on this relationship. Method: This research employs a quantitative method, collecting data from workers (N=376) in different service sectors and analysing it using SmartPLS software to investigate the moderating impacts of Service and Justice Climates on Work Engagement and Organizational Performance The survey covered North Indian service sectors. A questionnaire was issued online to over fifty firms across several service verticals. A total of 480 samples were gathered, and after filtering, 376 samples were utilised for result analysis. Results: This research found that service and justice climate moderates the relationship between employee engagement and financial and non-financial Performances.This investigation emphasizes the need of organisations creating service and justice climate resulting in maximisation of performance advantages of employee engagement programmes, emphasising the necessity for managers and leaders to prioritise service excellence and procedural compliance. Research Implications: This research investigates the results of service and justice climate on employee engagement and organisational performance, providing practitioners with useful insights on how to optimise engagement programmes while also improving organisational efficiency and sustainability, and contributes to current knowledge of Employee Engagement. Originality/value: Supporting current knowledge, this study examines how service and justice cultures affect employee engagement and organisational performance, helping practitioners improve engagement efforts and organisational success and sustainability.
Purpose
Training is an important element of human resource management (HRM) at co-operative financial institutions (CFIs), affecting their performance and their implementation of co-operative principles. Nevertheless, this topic has been fairly unexplored in the literature. In particular, we do not know how training affects turnover intention and how this influence is moderated by employee characteristics like membership (i.e., holding employer shares) and age. Thus, the aim of this article is to examine the impact of training on turnover intention, taking into account employee membership and age.
Design/methodology/approach
The research hypotheses were formulated using the framework of social exchange (SET) theory and were verified using a sample of more than 1,500 employees sourced from 42 Polish co-operative banks in 2017. The analysis involved two-level linear regression models with two- and three-way moderation.
Findings
The results indicate that training decreases turnover intention in CFIs. Moreover, this effect appears to be stronger for employee-members than for non-members. Furthermore, moderation through membership only applies to older employees, whereas, among younger employees, there is no difference between members and non-members.
Originality/value
By investigating the effects of training within CFIs specifically, this article responds to calls to take context into greater account in HRM studies, and also helps find moderators to explain the ambiguity of existing studies about the impact of training on turnover. Moreover, the article makes an important contribution to the co-operative literature by analysing the role of membership in shaping employee turnover intention.
In the increasingly volatile 21st century globalized and interconnected business landscape, organizations face increasing scrutiny concerning their ethical behavior, social responsibilities, and overall performance. This paper looks at some of the factors that link the notions of ethics, justice, and Corporate Social Responsibility (CSR), with an eye to their theoretical underpinnings and complexities and their relationship to the efficient and sustainable operation of Sustainable Performance Management (with special emphasis on CSR). Drawing on theoretical foundations and empirical evidence, we provide practical recommendations for organizations to promote ethics, justice, CSR, and effective and sustainable performance management. Suggestions include fostering ethical leadership by modeling ethical behavior and promoting ethical decision-making. We believe that the suggested practical measures may bridge the gap between academic perspectives and the practical realities of ensuring favorable, sustainable, work climates and work processes.
Bu çalışmada amaç, insan kaynakları yönetim uygulamaları ile örgütsel adalet arasındaki ilişkiyi ortaya koymak ve çeşitli demografik değişkenlere göre farklılıkları ortaya koymaktır. Araştırmaya 135 banka çalışanı katılmıştır. Veri toplama aracı olarak, insan kaynakları yönetim ölçeği, örgütsel adalet ölçeği ve demografik bilgi formu kullanılmıştır. Verilerin analiz edilmesinde t testi, Anova testi, korelasyon analizi ve regresyon analizleri yapılmıştır. Verilerin analizinde, SPSS 25 paket programından faydalanılmıştır. Çalışanların yaş, görev ve kurumda çalışma süresi açısından örgütsel adalet algısı ve insan kaynakları yönetimi algısının değişmediği görülmektedir. Alt boyutlar arasındaki ilişkilerin tamamı istatistiksel olarak anlamlı bulunmuştur. Bu araştırma, insan kaynakları yönetimi uygulamalarının çalışanların adalet algısı üzerinde önemli bir etkiye sahip olduğunu ortaya koymaktadır. Özellikle ücretlendirme, personel seçimi ve yerleştirme gibi uygulamaların adalet algısını belirgin bir şekilde etkilediği görülmektedir. Banka yöneticilerinin, adalet algısını artırmak amacıyla bu uygulamaları tutarlı ve adil bir şekilde yürütmesi, hem bireysel hem de örgütsel başarıyı olumlu yönde etkileyebilir.
The factor structure of the Affective and Continuance Commitment Scales (ACS and CCS; Meyer & Allen, 1984), as well as the causal links between affective and continuance commitment, were examined. Data were obtained from 2 employee samples on a single occasion and from a sample of new employees on 3 occasions during their first year of employment. Confirmatory factor analyses revealed that (a) the ACS and CCS measure different constructs and (b) the CCS can be divided into 2 highly related subscales reflecting costs associated with leaving the organization (lack of alternatives and personal sacrifice). Tests of nonrecursive causal models with cross-sectional data revealed that (a) affective commitment had a negative effect on the alternatives component of continuance commitment in all samples and (b) both components of continuance commitment had a positive effect on affective commitment for established employees. Analyses of the longitudinal data revealed only a weak, negative, time-lagged effect of the alternatives component on affective commitment.
This chapter discusses the relations between distributive justice and status congruence. The equity theory predicts that, relative to equitably paid persons, persons who are overpaid will raise their performance, and that persons who are underpaid will lower their performance. This action is taken as a behavioral attempt to adjust performance so as to bring the ratio of one's rewards to performance into line with the ratios of others. However, an ostensibly contradictory finding has been obtained by researchers studying the phenomena of insufficient and over-sufficient justification. The equity theory allows that persons may cognitively distort their liking for a task to justify performing it under conditions in which alternative justification is lacking. Deci has also postulated that the type of response to inequity that will be observed depends upon individuals' beliefs about the extent to which they have a choice over, and responsibility for, their behavior. Citing the results of forced-compliance research, Deci argues that individuals have a greater need to justify their behavior if they feel personally responsible for having engaged in it.
The process of exchange is almost continual in human interactions, and appears to have characteristics peculiar to itself, and to generate affect, motivation, and behavior that cannot be predicted unless exchange processes are understood. This chapter describes two major concepts relating to the perception of justice and injustice; the concept of relative deprivation and the complementary concept of relative gratification. All dissatisfaction and low morale are related to a person's suffering injustice in social exchanges. However, a significant portion of cases can be usefully explained by invoking injustice as an explanatory concept. In the theory of inequity, both the antecedents and consequences of perceived injustice have been stated in terms that permit quite specific predictions to be made about the behavior of persons entering social exchanges. Relative deprivation and distributive justice, as theoretical concepts, specify some of the conditions that arouse perceptions of injustice and complementarily, the conditions that lead men to feel that their relations with others are just. The need for much additional research notwithstanding, the theoretical analyses that have been made of injustice in social exchanges should result not only in a better general understanding of the phenomenon, but should lead to a degree of social control not previously possible. The experience of injustice need not be an accepted fact of life.
Drawing from recent developments in social cognition, cognitive psychology, and behavioral decision theory, we analyzed when and how the act of measuring beliefs, attitudes, intentions, and behaviors affects observed correlations among them. Belief, attitude, or intention can be created by measurement if the measured constructs do not already exist in long-term memory. The responses thus created can have directive effects on answers to other questions that follow in the survey. But even when counterparts to the beliefs, attitudes, and intentions measured already exist in memory, the structure of the survey researcher's questionnaire can affect observed correlations among them. The respondent may use retrieved answers to earlier survey questions as inputs to response generation to later questions. We present a simple theory predicting that an earlier response will be used as a basis for another, subsequent response if the former is accessible and if it is perceived to be more diagnostic than other accessible inputs. We outline the factors that determine both the perceived diagnosticity of a potential input, the likelihood that it will be retrieved, and the likelihood that some alternative (and potentially more diagnostic) inputs will be retrieved. This article examines the effects of measurement operations on revealed correlations among survey measures of belief, attitude, intention, and behavior. The potential reactivity of measurement has long been of concern in psychology. Methodologists (e.g., Campbell & Stanley, 1966; Cook & Campbell, 1979; Runkel & McGrath, 1972) warn of measurement-induced distortions relating to social desirability, evaluation apprehension, and sensitization to experimental treatments. Although it is true that the problem of reactivity of measurement affects work in both the social and physical sciences, in the physical sciences, measurement effects are expressed in terms of substantive theory. For instance, Heisenberg's uncertainty principle links basic
