Abstract
The present study examined the relationship of two dimensions of
organizational justice- distributive injustice and procedural injustice
with employees’ voice (V) and loyalty (L) responses. The main
assertion of the study is psychological capital, further delineated in
hope, efficacy, resilience and optimism, which was studied as an
intervening variable in the relationship between Organizational
Injustice and VL. The study used a quantitative and empirical approach
with descriptive and causal research design and based on the deductive
methodology with a developing country perspective using structural
equation modeling technique, the results of the study revealed that
perceived distributive injustice and procedural injustice causes an
increase in voice response and a decrease in loyalty response.
Psychological Capital was found to be a strong moderator of these
relationships and weakened these relationships
Syed Tahir Hussain Rizvi. (2016) The Effect of Psychological Capital on Employees’ Voice and Loyalty Responses to Organizational Injustice-A two Dimensional Approach, Journal of Managerial Sciences, Volume 10, Issue 1.
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