Organizational Justice on Employee Behavior at Private Service Companies in Myanmar
Creators: name: Khin N.S
name: Zin Ko K.
name: Nan W. Linn
name: Yin Ko K.
name: Thida Lwin
Publisher: name: gjrpublication
Year: 2024

description: This study seeks to examine the organizational factors that impact the perceived organizational justice of employees in private companies in Myanmar. Additionally, it aims to explore how the leader-member exchange relationship and organizational support mediate the relationship between organizational justice and employee behavior. The study is conducted with a group of 550 employees that work in private enterprises in Myanmar. Quantitative data can be analyzed using both descriptive and inferential statistics, such as multiple linear regression and the Hayes Process Macro for mediation analysis. This study examined the impact of organizational practices, such as empowerment and involvement, compensation and rewards, performance appraisal, consistency, conflict management, and power distance on perceptions of organizational justice (specifically distributive, procedural, and interactional justice) Additionally, this study investigates the impact of organizational justice on employee behavior. This study also investigates the role of leader-member exchange connection and organizational support in mediating the relationship between organizational justice and organizational citizenship behavior. As a result of correlation analysis, organizational characteristics are strongly and significantly correlated with organizational justice. Then distributive justice, procedural justice, interactional justice, leader member exchange relationship, organizational support, and organizational justice are directly correlated, but their association is weak. The study's findings indicate that empowerment, rewards, and consistency have a significant and favorable impact on distributive justice. Distributive justice has a detrimental impact on power distance. Procedural fairness has a favorable and significant impact on empowerment, performance rating, and consistency. The impact of performance appraisal and conflict management on interpersonal justice is both positive and significant. Informational justice has a favorable and considerable impact on conflict management and consistency. The results of the study showed that empowerment, remuneration and incentive, performance appraisal, conflict management, and consistency were important factors that predicted overall organizational justice. Nevertheless, power distance was not identified as a decisive element in determining organizational fairness. The findings of this study indicate that organizational justice has a statistically significant and favorable impact on employee behaviors, namely in-role behavior, organizational citizenship conduct towards individuals, and organizational citizenship behavior towards the corporation. Nevertheless, the coefficient of the regression analysis for these behaviors was determined to be insignificant. This study revealed that the association between organizational justice and organizational citizenship behavior is partially mediated by leader-member exchange relationship and organizational support. The study provides a valuable and original contribution to the existing literature by demonstrating the factors that lead to organizational justice. It also explores the role of leader-member exchange relationship and organizational support in mediating the relationship between organizational justice and organizational citizenship behavior.