Does organizational justice enhance job performance through high-performance human resource practices?

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dc.contributor.authorZeb, Alies_ES
dc.contributor.authorUr Rehman, Fazales_ES
dc.contributor.authorArsalan, Yasines_ES
dc.contributor.authorUsman Khan, Muhammades_ES
dc.date.accessioned2021-12-16T13:49:17Z
dc.date.available2021-12-16T13:49:17Z
dc.date.issued2021-06-07
dc.description.abstract[EN] This study aims to analyze the influence of organizational justice (OJ) on job performance (JP) intention via the mediating influence of high-performance human resource practices (HPHRPs) in a developing context. Equity theory and expectancy theory are widely employed in many disciplines but seldom applied to JP among Pakistan Telecommunication Limited (PTCL)  employees. The respondents in this study were 377 employees working in PTCL. Partial least square (PLS), specifically ̣ structural equation modeling was used for the data analysis. The study found a significant direct and indirect influence of distributive justice (DJ) on JP through the partial mediating role of selective staffing (SS) and extensive training (ET). Procedural justice (PJ) also, directly and indirectly, influenced JP through the partial mediating role of the incentive reward (IR). While interactional Justice (IJ), result-oriented appraisal (ROA), employment security (ES) had an insignificant influence on JP. OJ has to be synergized with HPHRPs to enhance JP. The results of this study would also augment the body of knowledge of JP in developed and under-developing countries. OJ has to be synergized with HPHRPs to enhance JP. The results of this study would also argue the body of knowledge of JP in developed and under-developing countries.en_EN
dc.description.accrualMethodOJSes_ES
dc.description.bibliographicCitationZeb, A.; Ur Rehman, F.; Arsalan, Y.; Usman Khan, M. (2021). Does organizational justice enhance job performance through high-performance human resource practices?. WPOM-Working Papers on Operations Management. 12(2):16-40. https://doi.org/10.4995/wpom.15497es_ES
dc.description.issue2es_ES
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dc.rightsReconocimiento (by)es_ES
dc.rights.accessRightsAbiertoes_ES
dc.subjectOrganizational justicees_ES
dc.subjectJob performancees_ES
dc.subjectPartial Least Square structural equation modelinges_ES
dc.subjectPTCLes_ES
dc.titleDoes organizational justice enhance job performance through high-performance human resource practices?es_ES
dc.typeArtículoes_ES
dc.type.versioninfo:eu-repo/semantics/publishedVersiones_ES
dspace.entity.typePublication
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Working Papers on Operations Management - Vol. 12 (2)-2021