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Does Organizational Virtue Crop-Up Organizational Justice? Accessing the Mediating Role of Moral Identity

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Abstract

The purpose of this study is to examine the relationship between moral identity (MI), organizational virtue (OV), and organizational justice (OJ) in service firms. Additionally, the study investigates the mediating role of MI in the link between OV and organizational justice. Data was collected from 463 employees working in various service sector firms. Statistical analysis was conducted using SPSS 25.0 and structural equation modelling (SEM) to assess the relationships between the variables. The results demonstrated the significant impact of OV on organizational justice and MI. Furthermore, the findings revealed that MI not only directly influences organizational justice but also acts as a mediator in the relationship between OV and organizational justice. This study contributes to both theoretical understanding and practical management by shedding light on the importance of OV in achieving organizational justice. By exploring the previously unexamined interplay between OV, organizational justice, and the mediating role of MI, this research provides unique insights based on the live experiences of 463 service sector employees.

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Restrictions apply to the availability of these data to protect the identities of the respondents of the survey, and so the data are not publicly available. The data are, however, available from the authors upon reasonable request.

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Funding

Researchers Supporting Project Number (RSP-2021/87), King Saud University, Riyadh, Saudi Arabia.

Author information

Authors and Affiliations

  1. Government College of Management Sciences, Higher Education Commission, Mansehra, KP, Pakistan

    Zahid Yousaf

  2. Department of Finance, Accounting and Economics, University of Pitesti, Str. Targu din Vale, no.1, Pitesti, Arges, Romania

    Zahid Yousaf & Magdalena Radulescu

  3. Institute of Doctoral and Post-Doctoral Studies, University Lucian Blaga of Sibiu, Sibiu, Romania

    Magdalena Radulescu

  4. UNEC Research Methods Application Center, Azerbaijan State University of Economics (UNEC), Istiqlaliyyat Str. 6, Baku, 1001, Azerbaijan

    Magdalena Radulescu

Authors
  1. Zahid Yousaf
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  2. Magdalena Radulescu
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Contributions

Z.Y.: project administration and supervision, conceptualization, methodology, data curation, analysis; M.R.: investigation, writing, visualisation, revision, editing.

Corresponding author

Correspondence to Magdalena Radulescu.

Ethics declarations

Ethics Approval

The research was conducted according to the ethics principles.

Consent to Participate

Consent was obtained from the participants i.e., owner/managers/employees of the selected service companies of Pakistan.

Consent for Publication

Consent was obtained from the participants i.e., owner/managers/employees of the selected service companies of Pakistan.

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The authors declare no competing interests.

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Author name is not correct on JKEC website and on WOS. The name is Magdalena Radulescu (not Radulescub).

Appendix

Appendix

Questionnaire

Organizational Justice (20 items) (adapted from the work of Karkoulian et al., 2016).

Distributive Justice

My work hours are reasonable.

I feel that my salary is sufficient.

I think my workload is realistic.

The rewards that I get here are frequently really reasonable.

I consider my job’s obligations are fair.

Procedural Justice

The general manager is unbiased whilst making decisions on jobs.

Before any hiring decisions are taken, the general manager ensures that all staff concerns are heard.

The general manager collects specific and comprehensive data when making decisions about jobs.

When employees ask, the general manager explains decisions and offers further details.

All hiring and firing decisions are administered consistently to all employees.

The general manager’s hiring decisions may be contested or appealed by employees.

Interactional Justice

The general manager always shows me respect and care when making decisions about my employment.

The general manager gives me dignity and respect when making judgements about my employment.

The general manager considers my needs as an individual while making judgements about my position.

The general manager communicates with me directly when choices are made regarding my position.

The general manager demonstrates consideration for my employee rights when making decisions regarding my position.

The general manager considers me when policies are made affecting my position and goes over the implications.

The general manager provides adequate explanation when making decisions affecting my job.

The manger explains decisions made regarding my position in a way that’s understandable to me.

The office manager thoroughly and clearly explains decisions made regarding my position to me.

Moral Identity (10 Items) (adapted from the work of Aquino & Reed, 2002).

I would certainly feel good about myself if I have these qualities.

Being an individual who possesses these qualities is a significant aspect of whom I am.

My emotional health is closely related to possessing these qualities.

My participation especially in certain institutions assists to inform others about the existence of these qualities in me.

I actively participate in events that let people know I have these qualities.

These qualities play a significant role in how I view myself.

I really want to possess these qualities.

I frequently purchase items that advertise the qualities I possess.

I often behave in manners that draw attention to these qualities.

My hobbies and other extracurricular activities make it obvious that I possess these qualities.

Organizational Virtue (16 items) (adapted from the work of Dawson, 2018).

Respect and Relationships

We support one another’s enthusiasm.

We show each other our admiration.

We appreciate each other reciprocally.

Respect is demonstrated for each other.

We develop enduring interpersonal bonds.

We are receptive to one another.

Compassion and Support

We support those who are struggling.

We care about our coworkers who are having difficulty.

We consider one another to be friends.

Trust and Forgiveness

Forgiveness and Faith

When blunders are made, we don’t hold one another accountable.

We make corrections without blaming other.

We believe in one another.

We accept errors.

Meaningful Work

We understand the greater goal behind our work.

We believe that the work we do has a deep purpose.

Through our work, we are elevated.

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Yousaf, Z., Radulescu, M. Does Organizational Virtue Crop-Up Organizational Justice? Accessing the Mediating Role of Moral Identity. J Knowl Econ (2023). https://doi.org/10.1007/s13132-023-01462-y

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