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Article
Publication date: 14 September 2015

Hayfaa A Tlaiss and Abdallah M. Elamin

Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to…

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Abstract

Purpose

Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to explore the relationship between organizational trust (OT) and OJ in Saudi Arabia. First, the authors examine two foci of trust and explore whether trust in an immediate supervisor/manager is correlated with trust in an organization. Second, the authors test the relationship three widely used constructs of OJ and two aspects of OT. Third, the authors examine the mediating role played by trust in immediate supervisor in the relationship between the various aspects of OJ and trust in an organization.

Design/methodology/approach

Using Social Exchange Theory, this study reports the responses of 231 junior and middle managers from eight organizations in Saudi Arabia. Data were collected through a structured survey questionnaire that used standard scales on distributive justice, procedural justice (PJ), and interactional justice (IJ), as well as trust in immediate supervisor and trust in organization.

Findings

Consistent with studies conducted in western contexts, the findings revealed a positive, significant, direct relationship between trust in immediate supervisor and trust in organization. However, contrary to what has been reported in the majority of western studies, among the three dimensions of OJ, IJ was the only predictor for trust in immediate supervisor. PJ and IJ were predictors of trust in organization, with PJ the stronger predictor. Finally, trust in immediate supervisor mediates some of the relationship between OJ and trust in organization.

Originality/value

The current study is the first to explore the relationship between OJ and OT, with the latter being measured in more than one focus, in the Arab Middle East. Therefore, this study contributes to bridging the gap in the understanding of the relationship between OJ and OT in non-western, Arab and Muslim Middle Eastern contexts. The interconnectedness between the organizational experiences of Saudi Arabian managers and cultural values highlighted in this study has significant implications for researchers, managers, and HR departments.

Details

Journal of Management Development, vol. 34 no. 9
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 5 January 2015

Abdallah M Elamin and Hayfaa A. Tlaiss

Cross-cultural studies suggest that while organizational citizenship behavior (OCB) and organizational justice have received considerable attention in Anglo-Saxon contexts, the…

3287

Abstract

Purpose

Cross-cultural studies suggest that while organizational citizenship behavior (OCB) and organizational justice have received considerable attention in Anglo-Saxon contexts, the same cannot be claimed in non-Western, Arab Middle Eastern contexts. The purpose of this paper is to attend to this knowledge gap by exploring OCB in the context of the Kingdom of Saudi Arabia and its relationship with organizational justice.

Design/methodology/approach

In cognizance of the extant literature, the study explores the perceptions of Saudi Arabian managers of the five conceptually different dimensions of citizenship behaviour – conscientiousness, sportsmanship, civic virtue, courtesy, and altruism. It also explores their perceptions of distributive justice, procedural justice, and interactional justice. In addition, the current study investigates the relationship between organizational justice and OCB. Using the survey questionnaire method, data was collected from more than 250 Saudi managers at different levels of the managerial hierarchy and working in a wide range of organizations and industries.

Findings

The results indicate that Saudi Arabian managers reported exhibiting OCB at work. They also suggest the salience of various forms of organizational justice in Saudi Arabian organizations as motivated by Arab cultural values and Islamic teachings. In regards to the relationship between the two constructs, our results indicate that interactional justice is most frequently associated with various dimensions of OCB for various reasons, including the emphasis that Islam and Islamic teachings give to demonstrating respect and courtesy in dealings with others.

Originality/value

The literature on OCB and organizational justice is thin in the Arab world. With that in mind, the current study is the first to explore OCB in Saudi Arabia. It is also the first to investigate the relationship between citizenship behavior and justice in Saudi organizations. The findings of this study highlight the need for academics and human resource experts to account for the role of socio-cultural factors and Islam when examining these constructs in the Arab world. The implications of the findings for academics and practitioners are discussed.

Details

Employee Relations, vol. 37 no. 1
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 1 January 2012

Abdallah M. Elamin

The purpose of this paper is two‐fold: first, to examine the influence of perceived organizational justice on Saudis’ work‐related attitudes, namely, job satisfaction and…

1464

Abstract

Purpose

The purpose of this paper is two‐fold: first, to examine the influence of perceived organizational justice on Saudis’ work‐related attitudes, namely, job satisfaction and organizational commitment. Second, to examine the differential effects of distributive and procedural justice on the above‐mentioned work‐related attitudes.

Design/methodology/approach

Using a self‐administered questionnaire, 600 Saudi employees from 24 organizations operating in an Eastern province in Saudi Arabia were surveyed. Correlation and hierarchical regression analyses were used to examine the hypotheses of the study.

Findings

The paper revealed that justice plays a significant role in influencing Saudi employees’ level of job satisfaction and commitment. An examination of the differential affects of justice revealed that distributive justice tends to be a stronger predictor of job satisfaction compared to procedural justice. Moreover, despite the significant positive correlation between procedural justice and organizational commitment, there was no influence of procedural justice on organizational commitment when the influence of inter‐actional justice and distributive justice had been controlled.

Practical implications

The theoretical and practical implications of the results are discussed in the paper. Recommendations are provided to managers in Saudi organizations to enhance perceptions of justice in the workplace.

Originality/value

The paper contributes to the knowledge of the topic of organizational justice in Saudi Arabia, which is under‐studied in academia. The paper not only advances the literature pertaining to organizational justice theories by empirically demonstrating the importance of organizational justice for developing positive work outcomes in a non‐Western developing context, but also elucidates the differential effects of distributive and procedural justice on work‐related attitudes.

Details

World Journal of Entrepreneurship, Management and Sustainable Development, vol. 8 no. 1
Type: Research Article
ISSN: 2042-5961

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Article
Publication date: 21 September 2010

Abdallah M. Elamin and Katlin Omair

The purpose of this paper is to fill a gap in the literature on women who work in the Arab Muslim context, reflecting on the experience of Saudi Arabia.

7376

Abstract

Purpose

The purpose of this paper is to fill a gap in the literature on women who work in the Arab Muslim context, reflecting on the experience of Saudi Arabia.

Design/methodology/approach

A sample of 301 male participants completed the newly developed multidimensional aversion to women who work scale (MAWWWS).

Findings

The paper reveals that Saudi males report very traditional attitudes towards working females. Moreover, the single, unemployed, young and educated Saudi males report less traditional attitudes towards working females compared with married, employed, old, and less educated ones. Age was found to the most important predictor of the males' attitudes towards working females.

Originality/value

The paper contributes to the knowledge in several grounds. First, it validates the MAWWW scale in a Muslim Arab country, Saudi Arabia. Second, it contributes to the knowledge of the topic of women's employment in Saudi Arabia, which is understudied in academia.

Details

Personnel Review, vol. 39 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Available. Content available
Article
Publication date: 2 October 2009

344

Abstract

Details

Journal of Chinese Economic and Foreign Trade Studies, vol. 2 no. 3
Type: Research Article
ISSN: 1754-4408

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Article
Publication date: 9 October 2017

Taghrid S. Suifan, Hannah Diab and Ayman Bahjat Abdallah

The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job…

3007

Abstract

Purpose

The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context.

Design/methodology/approach

The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses.

Findings

The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect.

Originality/value

The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

Details

Journal of Management Development, vol. 36 no. 9
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 13 November 2023

Mohammad Ivan Azis

Two-dimensional (2D) problems are governed by unsteady anisotropic modified-Helmholtz equation of time–space dependent coefficients are considered. The problems are transformed…

37

Abstract

Purpose

Two-dimensional (2D) problems are governed by unsteady anisotropic modified-Helmholtz equation of time–space dependent coefficients are considered. The problems are transformed into a boundary-only integral equation which can be solved numerically using a standard boundary element method (BEM). Some examples are solved to show the validity of the analysis and examine the accuracy of the numerical method.

Design/methodology/approach

The 2D problems which are governed by unsteady anisotropic modified-Helmholtz equation of time–space dependent coefficients are solved using a combined BEM and Laplace transform. The time–space dependent coefficient equation is reduced to a time-dependent coefficient equation using an analytical transformation. Then, the time-dependent coefficient equation is Laplace transformed to get a constant coefficient equation, which can be written as a boundary-only integral equation. By utilizing a BEM, this integral equation is solved to find numerical solutions to the problems in the frame of the Laplace transform. These solutions are then inversely transformed numerically to obtain solutions in the original time–space frame.

Findings

The main finding of this research is the derivation of a boundary-only integral equation for the solutions of initial-boundary value problems governed by a modified-Helmholtz equation of time–space dependent coefficients for anisotropic functionally graded materials with time-dependent properties.

Originality/value

The originality of the research lies on the time dependency of properties of the functionally graded material under consideration.

Details

Engineering Computations, vol. 40 no. 9/10
Type: Research Article
ISSN: 0264-4401

Keywords

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