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

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dc.contributor.author Zeb, Ali es_ES
dc.contributor.author Ur Rehman, Fazal es_ES
dc.contributor.author Arsalan, Yasin es_ES
dc.contributor.author Usman Khan, Muhammad es_ES
dc.date.accessioned 2021-12-16T13:49:17Z
dc.date.available 2021-12-16T13:49:17Z
dc.date.issued 2021-06-07
dc.identifier.uri http://hdl.handle.net/10251/178477
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. es_ES
dc.language Inglés es_ES
dc.publisher Universitat Politècnica de València es_ES
dc.relation.ispartof WPOM-Working Papers on Operations Management es_ES
dc.rights Reconocimiento (by) es_ES
dc.subject Organizational justice es_ES
dc.subject Job performance es_ES
dc.subject Partial Least Square structural equation modeling es_ES
dc.subject PTCL es_ES
dc.title Does organizational justice enhance job performance through high-performance human resource practices? es_ES
dc.type Artículo es_ES
dc.identifier.doi 10.4995/wpom.15497
dc.rights.accessRights Abierto es_ES
dc.description.bibliographicCitation Zeb, 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.15497 es_ES
dc.description.accrualMethod OJS es_ES
dc.relation.publisherversion https://doi.org/10.4995/wpom.15497 es_ES
dc.description.upvformatpinicio 16 es_ES
dc.description.upvformatpfin 40 es_ES
dc.type.version info:eu-repo/semantics/publishedVersion es_ES
dc.description.volume 12 es_ES
dc.description.issue 2 es_ES
dc.identifier.eissn 1989-9068
dc.relation.pasarela OJS\15497 es_ES
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