What is the effect of Organizational Justice and Perceived Organizational and Supervisor Support on Employee’s Level of Trust?

  • Sadia Arif
      COMSATS, Istitutue of Information technology, Islamabad, Pakistan https://orcid.org/0000-0002-0883-8313
    • Ozair Kundi
        Iqra University Islamabad, Pakistan
      • Muhammad Suleman Khan
          Air University Islamabad, Pakistan
        Keywords: Organizational justice, Perceived Organizational support, perceived supervisor support, trust

        Abstract

        Aim - Past studies support the importance of organizational justice and its impact on employees' work attitudes. There are many factors that affect the employees’ work attitude but their perceptions about organizational justice and support are significant factors. Many studies have been conducted to investigate the relationship between Organizational justice and trust but there is a lack of research to measure the mediating role of perceived support. This study examines the role of perceived support as a mediator between organizational justice and trust.

        Methodology - The sample of the study is 170 faculty members of public and private sector universities of Pakistan.  A cross-sectional design with a standardized questionnaire is used.

        Findings - Results indicate that distributive, procedural and interactional justice is direct antecedents of organizational and supervisory trust with the demonstration perceived organizational support as a partial mediator between procedural justice and organizational trust. Distributive justice is related to organizational trust both directly and indirectly through perceived organizational support and supervisory trust. Finally, interactional justice is a direct and indirect predictor of supervisory trust through perceived supervisor support.

        Downloads

        Download data is not yet available.

        References

        Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, 29(1), 99-118. doi:10.1177/014920630302900107 DOI: https://doi.org/10.1177/014920630302900107

        Ambrose, M. L. (2002). Contemporary justice research: A new look at familiar questions. Organizational Behavior and Human Decision Processes, 89(1), 803-812. doi:10.1016/S0749-5978(02)00030-4 DOI: https://doi.org/10.1016/S0749-5978(02)00030-4

        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), 295-305. doi:10.1037/0021-9010.88.2.295 DOI: https://doi.org/10.1037/0021-9010.88.2.295

        Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model. Journal of Organizational Behavior, 23(3), 267-285. doi:10.1002/job.138 DOI: https://doi.org/10.1002/job.138

        Bakhshi, A., Kumar, K., & Rani, E. (2009). Organizational justice perceptions as predictor of job satisfaction and organization commitment. International Journal of Business and Management, 4(9), p145. doi:10.5539/ijbm.v4n9p145 DOI: https://doi.org/10.5539/ijbm.v4n9p145

        Bidarian, S., & Jafari, P. (2012). The Relationship Between Organizational Justice and Organizational Trust. Procedia - Social and Behavioral Sciences, 47, 1622-1626. doi:https://doi.org/10.1016/j.sbspro.2012.06.873 DOI: https://doi.org/10.1016/j.sbspro.2012.06.873

        Bies, R. J., & Shapiro, D. L. (1987). Interactional fairness judgments: The influence of causal accounts. Social Justice Research, 1(2), 199-218. doi:10.1007/BF01048016 DOI: https://doi.org/10.1007/BF01048016

        Blau, P. M. (1964). Justice in Social Exchange. Sociological Inquiry, 34(2), 193-206. doi:10.1111/j.1475-682X.1964.tb00583.x DOI: https://doi.org/10.1111/j.1475-682X.1964.tb00583.x

        Bostanci, A. B. J. I. J. o. S. S. (2013). The Mediator Role of Perceived Administrator Support in the Relationship between Teachers' Perceptions of Organizational Justice and Organizational Support. International Journal of Social Sciences and Education, 3(3).

        Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445. doi:10.1037/0021-9010.86.3.425 DOI: https://doi.org/10.1037/0021-9010.86.3.425

        DeConinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research, 63(12), 1349-1355. doi:10.1016/j.jbusres.2010.01.003 DOI: https://doi.org/10.1016/j.jbusres.2010.01.003

        DeConinck, J. B., & Johnson, J. T. (2009). The Effects of Perceived Supervisor Support, Perceived Organizational Support, and Organizational Justice on Turnover among Salespeople. Journal of Personal Selling & Sales Management, 29(4), 333-350. doi:10.2753/PSS0885-3134290403 DOI: https://doi.org/10.2753/PSS0885-3134290403

        Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. doi:10.1037/0021-9010.71.3.500 DOI: https://doi.org/10.1037/0021-9010.71.3.500

        Ertürk, A. (2007). Increasing organizational citizenship behaviors of Turkish academicians: Mediating role of trust in supervisor on the relationship between organizational justice and citizenship behaviors. Journal of Managerial Psychology, 22(3), 257-270. doi:10.1108/02683940710733089 DOI: https://doi.org/10.1108/02683940710733089

        Folger, R., & Konovsky, M. A. (1989). Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions. Academy of Management Journal, 32(1), 115-130. doi:10.5465/256422 DOI: https://doi.org/10.5465/256422

        Gounaris, S. P. (2005). Trust and commitment influences on customer retention: insights from business-to-business services. Journal of Business Research, 58(2), 126-140. doi:10.1016/S0148-2963(03)00122-X DOI: https://doi.org/10.1016/S0148-2963(03)00122-X

        Greenberg, J. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432. doi:10.1177/014920639001600208 DOI: https://doi.org/10.1177/014920639001600208

        Greenberg, J. (2001). STUDYING ORGANIZATIONAL JUSTICE CROSS‐CULTURALLY: FUNDAMENTAL CHALLENGES. International Journal of Conflict Management, 12(4), 365-375. doi:10.1108/eb022864 DOI: https://doi.org/10.1108/eb022864

        Hopkins, S. M., & Weathington, B. L. (2006). The Relationships Between Justice Perceptions, Trust, and Employee Attitudes in a Downsized Organization. The Journal of Psychology, 140(5), 477-498. doi:10.3200/JRLP.140.5.477-498 DOI: https://doi.org/10.3200/JRLP.140.5.477-498

        Hoy, W. K., & Tschannen-Moran, M. (1999). Five Faces of Trust: An Empirical Confirmation in Urban Elementary Schools. Journal of School Leadership, 9(3), 184-208. doi:10.1177/105268469900900301 DOI: https://doi.org/10.1177/105268469900900301

        Hubbell, A. P., & Chory‐Assad, R. M. (2005). Motivating factors: perceptions of justice and their relationship with managerial and organizational trust. Communication Studies, 56(1), 47-70. doi:10.1080/0008957042000332241 DOI: https://doi.org/10.1080/0008957042000332241

        Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2015). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory. Journal of Management, 43(6), 1854-1884. doi:10.1177/0149206315575554 DOI: https://doi.org/10.1177/0149206315575554

        Loi, R., Hang-Yue, N., & Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101-120. doi:10.1348/096317905X39657 DOI: https://doi.org/10.1348/096317905X39657

        Maertz, C. P., Griffeth, R. W., Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28(8), 1059-1075. doi:10.1002/job.472 DOI: https://doi.org/10.1002/job.472

        Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships. Academy of Management Journal, 43(4), 738-748. doi:10.5465/1556364 DOI: https://doi.org/10.5465/1556364

        McAllister, D. J. (1995). Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations. Academy of Management Journal, 38(1), 24-59. doi:10.5465/256727 DOI: https://doi.org/10.5465/256727

        Moliner, C., Martínez-Tur, V., Ramos, J., Peiró, J. M., & Cropanzano, R. (2008). Organizational justice and extrarole customer service: The mediating role of well-being at work. European Journal of Work and Organizational Psychology, 17(3), 327-348. doi:10.1080/13594320701743616 DOI: https://doi.org/10.1080/13594320701743616

        Neves, P., & Caetano, A. (2006). Social Exchange Processes in Organizational Change: The Roles of Trust and Control. Journal of Change Management, 6(4), 351-364. doi:10.1080/14697010601054008 DOI: https://doi.org/10.1080/14697010601054008

        Niehoff, B. P., & Moorman, R. H. (1993). Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527-556. doi:10.5465/256591 DOI: https://doi.org/10.5465/256591

        Noruzy, A., Shatery, K., Rezazadeh, A., & Hatami-Shirkouhi, L. (2011). Investigation the relationship between organizational justice, and organizational citizenship behavior: The mediating role of perceived organizational support. Indian Journal of science and Technology4(7), 842-847.

        Robbins, B. G. (2011). Neither government nor community alone: A test of state-centered models of generalized trust. Rationality and Society, 23(3), 304-346. doi:10.1177/1043463111404665 DOI: https://doi.org/10.1177/1043463111404665

        Roch, S. G., & Shanock, L. R. (2006). Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions. Journal of Management, 32(2), 299-322. doi:10.1177/0149206305280115 DOI: https://doi.org/10.1177/0149206305280115

        Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-695. doi:10.1037/0021-9010.91.3.689 DOI: https://doi.org/10.1037/0021-9010.91.3.689

        Sousa-Lima, M., Michel, J. W., & Caetano, A. (2013). Clarifying the importance of trust in organizations as a component of effective work relationships: Trust in organizations. Journal of Applied Social Psychology, 43(2), 418-427. doi:10.1111/j.1559-1816.2013.01012.x DOI: https://doi.org/10.1111/j.1559-1816.2013.01012.x

        Stinglhamber, F., Cremer, D. D., & Mercken, L. (2006). Perceived Support as a Mediator of the Relationship Between Justice and Trust: A Multiple Foci Approach. Group & Organization Management, 31(4), 442-468. doi:10.1177/1059601106286782 DOI: https://doi.org/10.1177/1059601106286782

        Tulubas, T., & Celep, C. (2012). Effect of Perceived Procedural Justice on Faculty Members’ Silence: The Mediating Role of Trust in Supervisor. Procedia - Social and Behavioral Sciences, 47, 1221-1231. doi:10.1016/j.sbspro.2012.06.804 DOI: https://doi.org/10.1016/j.sbspro.2012.06.804

        Whitener, E. M. (2001). Do “high commitment” human resource practices affect employee commitment?: A cross-level analysis using hierarchical linear modeling. Journal of Management, 27(5), 515-535. doi:10.1177/014920630102700502 DOI: https://doi.org/10.1177/014920630102700502

        Zeinabadi, H., & Rastegarpour, H. (2010). Factors affecting teacher trust in principal: testing the effect of transformational leadership and procedural justice. Procedia - Social and Behavioral Sciences, 5, 1004-1008. doi:10.1016/j.sbspro.2010.07.226 DOI: https://doi.org/10.1016/j.sbspro.2010.07.226

        Article History
        Received: 2019-11-26
        Published: 2020-01-20
        Dimensions
        How to Cite
        Arif, S., Kundi, O., & Khan, M. S. (2020). What is the effect of Organizational Justice and Perceived Organizational and Supervisor Support on Employee’s Level of Trust?. SEISENSE Journal of Management, 3(1), 47-63. https://doi.org/10.33215/sjom.v3i1.263
        Section
        Business Management
        Copyright & License

        Copyright (c) 2020 Sadia Arif, Ozair Kundi, Muhammad Suleman Khan

        Creative Commons License

        This work is licensed under a Creative Commons Attribution 4.0 International License.