Relationship Between Organizational Injustice and Work Interference with Family: The Role of Social Support

IF 1.4 Q3 MANAGEMENT South Asian Journal of Human Resource Management Pub Date : 2019-04-01 DOI:10.1177/2322093719828889

Aneel Kumar, Ghulam Ali Arain, Khalil Ahmed Channa

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引用次数: 8

Abstract

Abstract This study investigates the moderating role of social support (i.e., supervisor, co-workers and the family) in the relationship between organizational injustice (i.e., distributive and procedural) and work interference with family (WIF; i.e., strain and behaviour based). Quantitative data were collected from employees working in public sector health-care organizations of Pakistan through survey questionnaires (N = 255). This study finds significant effects of distributive and procedural injustice in engendering the negative experiences of strain- and behaviour-based WIF, in the employees of health-care organizations. The moderating effect of co-worker and family support provided mixed results. The supervisory social support was not found as a moderator. Findings of this study suggest that health-care organizations should pay serious attention to the ineffective work family policies and procedure to develop a family-friendly work environment. The supervisors should be given a role in work family policies and procedure development. The mitigating effect of co-workers’ support showed that the employees should be provided with proper knowledge on the policies and procedures of their organizations. The support of family members can also be either benign or harmful.

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组织不公正与工作家庭干扰的关系:社会支持的作用

摘要本研究探讨社会支持(即上级、同事和家庭)在组织不公正(即分配性和程序性)与工作干扰家庭(WIF)之间的调节作用;例如，基于应变和行为)。通过调查问卷(N = 255)从巴基斯坦公共部门保健组织的雇员中收集定量数据。本研究发现，分配和程序上的不公正在保健组织雇员中造成了基于压力和行为的工作压力的负面体验。同事和家庭支持的调节作用提供了不同的结果。督导性社会支持并没有起到调节作用。本研究结果表明，医疗机构应认真关注工作家庭政策和程序无效的问题，以发展家庭友好型工作环境。主管应在制定工作家庭政策和程序方面发挥作用。同事支持的缓解效果表明，员工应该对其组织的政策和程序有适当的了解。家庭成员的支持也可能是有益的，也可能是有害的。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.