The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks
The study represents a pioneering and seminal attempt to understand the implications of human resource practices on employee outcomes in the Indian banking sector from an organizational justice perspective. The study aims to examine the mediating influence of organizational justice perception betwee...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Ramanujan College, University of Delhi, Delhi, India
2020-12-01
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| Series: | Ramanujan International Journal of Business and Research |
| Subjects: | |
| Online Access: | https://rijbr.in/1/article/view/218/195 |
| _version_ | 1797646315969052672 |
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| author | Ms. Shalini Sahni Mr. Chandranshu Sinha |
| author_facet | Ms. Shalini Sahni Mr. Chandranshu Sinha |
| author_sort | Ms. Shalini Sahni |
| collection | DOAJ |
| description | The study represents a pioneering and seminal attempt to understand the implications of human resource practices on employee outcomes in the Indian banking sector from an organizational justice perspective. The study aims to examine the mediating influence of organizational justice perception between HR Practices and employee outcomes of job satisfaction and stress. The study expands by examining three different dimensions of organizational justice namely, distributive justice, procedural justice, and interactional justice. Data was collected using stratified sampling from 328 respondents from Indian public and private banks in Delhi. The study tests the conceptual framework using exploratory factor analysis, confirmatory factor analysis and path analysis for mediation effect using Hayes approach of bootstrap method. Using cross-level analysis, the relative influence of interactional justice was found to be largest for job satisfaction in private banks. The study contributes to the existing debate that exists around “how” employee perception of human resource practices leads to employee outcomes. This research will sensitize human resource practitioners working in Indian banks on how to implement human resource practices as an intervention to bring positive employee outcomes. |
| first_indexed | 2024-03-11T14:59:51Z |
| format | Article |
| id | doaj.art-84155aa4f3894da9a79700960b44a78d |
| institution | Directory Open Access Journal |
| issn | 2455-5959 2583-0171 |
| language | English |
| last_indexed | 2024-03-11T14:59:51Z |
| publishDate | 2020-12-01 |
| publisher | Ramanujan College, University of Delhi, Delhi, India |
| record_format | Article |
| series | Ramanujan International Journal of Business and Research |
| spelling | doaj.art-84155aa4f3894da9a79700960b44a78d2023-10-30T07:59:55ZengRamanujan College, University of Delhi, Delhi, IndiaRamanujan International Journal of Business and Research2455-59592583-01712020-12-015187 104https://doi.org/10.51245/rijbr.v5i1.2020.218The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian BanksMs. Shalini Sahni0Mr. Chandranshu Sinha1 Banarsidas Chandiwala Institute of Professional Studies, Dwarka and Amity University, NoidaAmity Business School, Amity University, NoidaThe study represents a pioneering and seminal attempt to understand the implications of human resource practices on employee outcomes in the Indian banking sector from an organizational justice perspective. The study aims to examine the mediating influence of organizational justice perception between HR Practices and employee outcomes of job satisfaction and stress. The study expands by examining three different dimensions of organizational justice namely, distributive justice, procedural justice, and interactional justice. Data was collected using stratified sampling from 328 respondents from Indian public and private banks in Delhi. The study tests the conceptual framework using exploratory factor analysis, confirmatory factor analysis and path analysis for mediation effect using Hayes approach of bootstrap method. Using cross-level analysis, the relative influence of interactional justice was found to be largest for job satisfaction in private banks. The study contributes to the existing debate that exists around “how” employee perception of human resource practices leads to employee outcomes. This research will sensitize human resource practitioners working in Indian banks on how to implement human resource practices as an intervention to bring positive employee outcomes.https://rijbr.in/1/article/view/218/195organizational justicehuman resource practicespath analysismediationjob satisfactionstressbanks |
| spellingShingle | Ms. Shalini Sahni Mr. Chandranshu Sinha The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks Ramanujan International Journal of Business and Research organizational justice human resource practices path analysis mediation job satisfaction stress banks |
| title | The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks |
| title_full | The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks |
| title_fullStr | The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks |
| title_full_unstemmed | The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks |
| title_short | The Mediating Role of Organizational Justice in Linking Human Resource Practices to Employee Outcomes: Evidence from Indian Banks |
| title_sort | mediating role of organizational justice in linking human resource practices to employee outcomes evidence from indian banks |
| topic | organizational justice human resource practices path analysis mediation job satisfaction stress banks |
| url | https://rijbr.in/1/article/view/218/195 |
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