POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION
Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among emplo...
| Main Authors: | , , , , |
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| Format: | Article |
| Language: | English |
| Published: |
UUM Press
2021-01-01
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| Series: | International Journal of Management Studies |
| Online Access: | https://www.scienceopen.com/document?vid=f787197c-54cb-43bd-a957-b52458e55996 |
| _version_ | 1797515671475585024 |
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| author | Nurshahira Ibrahim Azman Ismail Noor Azmi Mohd Zainol Hilmi Azani Husain Yusof Ismail |
| author_facet | Nurshahira Ibrahim Azman Ismail Noor Azmi Mohd Zainol Hilmi Azani Husain Yusof Ismail |
| author_sort | Nurshahira Ibrahim |
| collection | DOAJ |
| description | Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions. |
| first_indexed | 2024-03-10T06:49:30Z |
| format | Article |
| id | doaj.art-b7482ce3dde845beaf51de83012bd67f |
| institution | Directory Open Access Journal |
| issn | 2232-1608 2180-2467 |
| language | English |
| last_indexed | 2024-03-10T06:49:30Z |
| publishDate | 2021-01-01 |
| publisher | UUM Press |
| record_format | Article |
| series | International Journal of Management Studies |
| spelling | doaj.art-b7482ce3dde845beaf51de83012bd67f2023-11-22T17:00:44ZengUUM PressInternational Journal of Management Studies2232-16082180-24672021-01-0110.32890/ijms.28.1.2021.9974POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTIONNurshahira IbrahimAzman IsmailNoor Azmi Mohd ZainolHilmi Azani HusainYusof IsmailLacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions.https://www.scienceopen.com/document?vid=f787197c-54cb-43bd-a957-b52458e55996 |
| spellingShingle | Nurshahira Ibrahim Azman Ismail Noor Azmi Mohd Zainol Hilmi Azani Husain Yusof Ismail POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION International Journal of Management Studies |
| title | POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION |
| title_full | POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION |
| title_fullStr | POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION |
| title_full_unstemmed | POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION |
| title_short | POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION |
| title_sort | power distance as a moderator of the relationship between organisational justice and job satisfaction |
| url | https://www.scienceopen.com/document?vid=f787197c-54cb-43bd-a957-b52458e55996 |
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