Pooja Purang's research while affiliated with Indian Institute of Technology Ropar and other places

Publications (4)

Article
Employees’ ideas and suggestions are a crucial resource for organizations. Employees are often unable to offer their suggestions for various reasons. This study examines the relationship of overall justice perceptions (OJP) on promotive as well as prohibitive voice behavior through the social ex change lens.
Article
Performance appraisal is the most critical human resource practice and an indispensable part of every organization; however, the practice continues to generate dissatisfaction among employees and is often viewed as unfair and ineffective. Indian banking sector is one of the biggest and fastest growing financial service sectors. The post-liberalizat...
Article
Full-text available
Perception of fairness among employees is a guiding force that influences employee attitude and behaviour. However, the mechanisms associated with justice need to be studied further. This study hypothesises that perceived organisational support (POS) mediates the relationship between organisational justice perceptions and affective commitment of em...

Citations

... Employees interpret these means and ends as forms of respect and consideration from the organization, which in turn leads to more positive attitudes and behaviors that are associated with increased performance. For example, research shows that all justice dimensions have a positive impact on social exchange variables in both public and private contexts, as positive relationships have been found with organizational commitment (Huntsman et al., 2020;Purang, 2011), POS (Wayne et al., 2002), and job satisfaction (Cohen-Charash & Spector, 2001;Huntsman et al., 2020). In addition, organizational justice is most commonly used in social exchange models (e.g., Loi et al., 2006), as it is understood to be a practice that initiates a quality relationship. ...
... It sometimes becomes a part of a wider approach to integrating HRM strategies known as performance management" (Al-Busaidi et al., 2021). Although the performance appraisal system is recognized as the most significant of all human resource activities (Shrivastava and Purang, 2011), limited studies have been conducted on the improvement of employees' performance (DeNisi and Pritchard, 2006). This might be one of the reasons why most companies focus on the overall effectiveness and efficiency of their performance appraisal rather than the influence on employee performance (Longenecker & Fink, 2017). ...