Impacts of Perceived Justice and Emotional Intelligence on Organizational Commitment and Organizational Citizenship Behavior
Main Article Content
Abstract
How to motivate employees to commit to the organization and to have more voluntary, beneficial behaviors for the organization is an interesting topic for researchers and managers. Based on the theory of equity, authors analyze the impacts of perceived justice and emotional intelligence on employees’ organizational commitment and organizational citizenship behaviors. The mixed research method is used to build a research model and to verify hypotheses with the data of 171 respondents working in different industries which deal with customers in HCM city. The partial least squares structural equation modeling (PLS-SEM) is used in order to explore the impacts of the two high order construct: Emotion intelligence and perceived justice on the organizational commitment, then onto organizational citizen behavior (OCB). The research results pointed out that all hypotheses are accepted. Perceived justice has greater impacts on employees’ organizational commitment than emotional intelligence. In contrast, emotional intelligence has greater influences on employees’ OCB than perceived justice. Managers should establish clear working process, offer opportunities for employees to express their feelings and recognize exactly employees’ contributions in order to improve the employees’ perception of fairness. Selecting carefully candidates and providing training programs are best ways to increase employees’ emotional intelligence.
Keywords:
Perceived justice, emotional intelligence, organizational commitment, organizational citizenship behavior. *
References
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[3] J. P. Meyer, S. Paunonen, I. Gellatly, R. Goffin, and D. Jackson, “Organizational Commitment and Job Performance: It’s the Nature of the Commitment that Counts,” J. Appl. Psychol., 74 (2989) 152-156.
[4] W. G. Skogan and M. A. Wycoff, “Community Policing in Madison: An Analysis of Implementation and Impact,” in D. P. Rosenbaum (Ed.), The Challenge of Community Policing: Testing the Hypotheses, Newbury Park, CA: Sage Publications, 1994.
[5] S. Clegg and D. Dunkerley, Organization, Class and Control, London: Routledge and Kegan Paul, 1980.
[6] J. H. Karriker and M. L. Williams, “Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model.,” J. Manage., 35 (1) (2009) 112-135, doi: 10.1177/0149206307309265.
[7] D. W. Organ, “Organizational Citizenship Behavior: The Good Soldier Syndrome,” Organizational Citizenship Behavior: The Good Soldier Syndrome, Lexington Books/D. C. Heath and Com, Lexington, MA, England, pp. xiii, 132-xiii, 132, 1988.
[8] S. H. J. Chan and H. Y. I. Lai, “Understanding the Link between Communication Satisfaction, Perceived Justice and Organizational Citizenship Behavior,” J. Bus. Res., 70 (2017) 214-223, doi: https://doi.org/10.1016/j.jbusres.2016.08.017.
[9] J. D. Mayer and P. Salovey, “What is Emotional Intelligence?,” in P. Salovey & D. J. Sluyter (Eds.), Emotional Development and Emotional Intelligence: Educational Implications, New York, NY, US: Basic Books, 1997, pp. 3-34.
[10] J. Wen, S. (Sam) Huang, and P. Hou, “Emotional Intelligence, Emotional Labor, Perceived Organizational Support, and Job Satisfaction: A Moderated Mediation Model,” Int. J. Hosp. Manag., 81 (December 2018) 120-130, doi: 10.1016/j.ijhm.2019.01.009.
[11] J. S. Adams, “Inequity In Social Exchange,” in L. Berkowitz (Ed.), Advances in Experimental Social Psychology, New York: Academic Press, 1955.
[12] S. G. Taylor, D. H. Kluemper, and K. S. Sauley, “Equity Sensitivity Revisited: Contrasting Unidimensional and Multidimensional Approaches,” J. Bus. Psychol., 24 (3) (2009) 299-314, doi: 10.1007/s10869-009-9108-2.
[13] Y. Cohen-Charash and P. E. Spector, “The Role of Justice in Organizations: A Meta-Analysis,” Organizational Behavior and Human Decision Processes, 86 (2) (2001) 278-321, doi: 10.1006/obhd.2001.2958.
[14] B. Niehoff and R. Moorman, “Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior,” The Academy of Management Journal, 36 (3) (1993) 527-556, doi: 10.2307/256591.
[15] Y.T. Wong, H.Y. Ngo, and C.S. Wong, “Perceived Organizational Justice, Trust, and OCB: A Study of Chinese Workers in Joint Ventures and State-Owned Enterprises,” J. World Bus., 41 (4) (2006) 344-355, doi: 10.1016/j.jwb.2006.08.003.
[16] N. E. Fassina, D. A. Jones, and K. L. Uggerslev, “Relationship Clean-Up Time: Using Meta-Analysis and Path Analysis to Clarify Relationships Among Job Satisfaction, Perceived Fairness, and Citizenship Behaviors,” J. Manage., 34 (2) (2007) 161-188, doi: 10.1177/0149206307309260.
[17] P. Salovey and J. D. Mayer, “An Intelligent Look at Emotional Intelligence,” Imagin. Cogn. Pers., 9 (3) (1990) 185-211, doi: 10.2190/DUGG-P24E-52WK-6CDG.
[18] J. Cook and T. Wall, “New Work Attitude Measures of Trust, Organizational Commitment and Personal Need Non-Fulfilment,” J. Occup. Psychol., 53 (1) (1980) 39-52, doi: 10.1111/j.2044-8325.1980.tb00005.x.
[19] S. Aghdasi, A. R. Kiamanesh, and A. N. Ebrahim, “Emotional Intelligence and Organizational Commitment: Testing the Mediatory Role of Occupational Stress and Job Satisfaction,” Procedia - Soc. Behav. Sci., 29 (2011) 1965-1976, doi: 10.1016/j.sbspro.2011.11.447.
[20] C. A. Barreiro and L. Treglown, “What Makes an Engaged Employee? A Facet-Level Approach to Trait Emotional Intelligence as a Predictor of Employee Engagement,” Pers. Individ. Dif., 159 (2) (2020) 109892, doi: 10.1016/j.paid.2020.109892.
[21] A. Carmeli, “The Relationship between Emotional Intelligence and Work Attitudes, Behavior and Outcomes,” J. Manag. Psychol., 18 (8) (2003) 788-813, doi: 10.1108/02683940310511881.
[22] A. Carmeli and Z. E. Josman, “The Relationship Among Emotional Intelligence, Task Performance, and Organizational Citizenship Behaviors,” Hum. Perform., 19 (4) (2006) 403-419, doi: 10.1207/s15327043hup1904_5.
[23] M. Asrar-ul-Haq, S. Anwar, and M. Hassan, “Impact of Emotional Intelligence on Teacher's Performance in Higher Education Institutions of Pakistan,” Futur. Bus. J., 3 (2) (2017) 87-97, doi: 10.1016/j.fbj.2017.05.003.
[24] R. H. Moorman, “Relationship between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship?,” Journal of Applied Psychology, 76 (6) (1991) 845-855, doi: 10.1037/0021-9010.76.6.845.
[25] D. C. Prentice, “Managing Service Encounters with Emotional Intelligence,” J. Retail. Consum. Serv., 51 (2019) 344-351, doi: https://doi.org/10.1016/j.jretconser.2019.07.001.
[26] A. E. Ellinger, C. (Casey) F. Musgrove, A. D. Ellinger, D. G. Bachrach, A. B. Elmadağ Baş, and Y.-L. Wang, “Influences of Organizational Investments in Social Capital on Service Employee Commitment and Performance,” J. Bus. Res., 66 (8) (2012) 1124-1133, doi: https://doi.org/10.1016/j.jbusres.2012.03.008.
[27] Y. Özdemir and S. Ergun, “The Relationship between Organizational Socialization and Organizational Citizenship Behavior: The Mediating Role of Person-Environment Fit,” Procedia - Soc. Behav. Sci., 207 (2015) 432-443, doi: https://doi.org/10.1016/j.sbspro.2015.10.113.
[28] M. Hair Jr, J., Hult, T., Ringle, C., & Sarstedt, A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), 2nd ed. Los Angeles: SAGE Publications Ltd, 2016.
[29] J. F. Hair, C. M. Ringle, and M. Sarstedt, “PLS-SEM: Indeed a Silver Bullet,” J. Mark. Theory Pract., 19 (2) (2011) 139-152, doi: 10.2753/MTP1069-6679190202.
[30] M. Hair, J.F., Hult, G.T.M., Ringle, C.M., and Sarstedt, A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), 2nd ed. Thousand Oaks: SAGE Publications, 2017.
[31] J. Henseler, C. M. Ringle, and M. Sarstedt, “A New Criterion for Assessing Discriminant Validity in Variance-Based Structural Equation Modeling,” J. Acad. Mark. Sci., 43 (1) (2015) 115-135, doi: 10.1007/s11747-014-0403-8.
[32] T.T. Nam and N.T. Thoa, “Impacts of Passion with Job, Perceived Justice on OCB and Creative Behaviors,” J. Sci. Ho Chi Minh City Open Univ., 11 (1) (2021) 94-108, doi: 10.46223/HCMCOUJS.econ.en.11.1.988.2021.
[33] H. Galavandi, M. Alizadeh, M. Ebrahim, and K. Naghipour, “The Relationship between Perceived Organizational Justice and Organizational Commitment: A Case Study of Female Teachers,” Int. J. Educ. Psychol. Res., 1 (2015) 80, doi: 10.4103/2395-2296.152219.
[34] S. Geisser, “A Predictive Approach to the Random Effect Model,” Biometrika, 61 (1) (1974) 101-107, doi: 10.2307/2334290.
[35] M. Stone, “Cross-Validatory Choice and Assessment of Statistical Predictions,” J. R. Stat. Soc. Ser. B, 36 (2) (1974) 111-147.
[36] J. Cohen, Statistical Power Analysis for the Behavioral Sciences, Hillsdale, NJ: Lawrence Erlbaum Associates, Publishers, 1988.