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Home > The Moderating Role of Organizational Justice on the Relationship Between Employee Empowerment and Organizational Commitment: A Case Study of the Banking Sector in Pakistan

The Moderating Role of Organizational Justice on the Relationship Between Employee Empowerment and Organizational Commitment: A Case Study of the Banking Sector in Pakistan

Thesis Info

Access Option

External Link

Author

Khurram Shaheen

Institute

Virtual University of Pakistan

Institute Type

Public

City

Lahore

Province

Punjab

Country

Pakistan

Thesis Completing Year

2015

Thesis Completion Status

Completed

Subject

Software Engineering

Language

English

Link

http://vspace.vu.edu.pk/detail.aspx?id=96

Added

2021-02-17 19:49:13

Modified

2024-03-24 20:25:49

ARI ID

1676720965807

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From the last 3 decades, empirical evidence on employee empowerment and organizational justice perception and their influence on employee work related outcomes such as productive, performance, trust, motivation, organizational citizenship behavior, turnover intensions, organizational commitment prove its significance for management researchers and business organizations alike. However, limited research is devoted on whether or not justice perception can influence the relationship between employee empowerment and organizational commitment of the employees working in banking industry of Pakistan. Hence, this study was conducted to explore the relationship between employee empowerment and organizational justice and the moderating affect of organizational justice on this relationship. For the current study, data was collected from 300 employees serving in public and private banks of Pakistan. Simple linear regression analysis was employed to evaluate the relationship between empowerment and organizational commitment, further, hierarchical multiple regression analysis was used to test the moderating affect of all dimension of organizational justice i.e distributive justice, procedural justice and interactional justice on the relationship between employee empowerment and organizational commitment. The result of the regression analysis showed significant positive relationship between empowerment and organizational commitment, and highlights that management practice to empower their employees by providing authority and autonomy would results in enhanced level of employee commitment towards their respective bank. In addition, the evidence that has been concluded from the research findings, firstly indicates that when employees are empowered their commitment and tendency to remain loyal to the organization will also increase. Secondly, when employees of the banks perceives that their input is equal to their output, they are appropriately rewarded for their contribution and they are treated with respect and dignity, such perception results in beneficial behavior of employee towards the bank they worked for and ultimately enhance their level of commitment, absence of fair standards and organization policies would result in negative behavior of employee towards the respective bank. It is clear from the research that all the dimension of empowerment and organizational justice collectively has close association and influencing effect on employees working in banking industry. Besides, perception of distributive justice has been found an important justice dimension that has significant influencing effect when interaction of employee empowerment and organizational justice is under question due to its moderating effects on the positive relationship between employee empowerment and organizational commitment. Based on the research findings, this study has drawn some conclusions, firstly, when employees working in banks feels that their task is meaningful their level of commitment enhanced. Secondly, when employees have been give the right to take decisions in their daily routine work and they are equipped with necessary tools and techniques to perform their job effectively, their commitment escalate towards the bank they work for. Thirdly, when management of the banks engender fair and just procedures and create an environment where employees perceives that they are treated in just manner and the rewards they are getting are equal and balanced with their peers , their level of organizational commitment enhances
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مقدمہ

          ۲۰۰۹ء میں جب میں نے سرگودھا یونیورسٹی میں ایم۔ فل اُردو میں داخلہ لیا تو اُسی وقت سے ہی سیالکوٹ کے شعر و ادب کی تاریخ لکھنے کا خیال میرے ذہن میں تھا اور یوں بھی زمانہ طالب علمی سے جب میں مرے کالج سیالکوٹ میں بی۔اے کا طالب علم تھا تو میری دلچسپی سیالکوٹ اور اس کے گردو نواح میں تخلیق پانے والے شعر و ادب اور اس علاقے کی تاریخی ،سیاسی ، سماجی و تہذیبی اور جغرافیائی اہمیت سے تھی۔ میں نے جس ماحول میں آنکھ کھولی وہ خطۂ سیالکوٹ کا روایتی ماحول تھا۔ یہ خیال آتا تھا کہ قدیم ترین خطۂ سیالکوٹ میں وقت کے ساتھ ساتھ جو تبدیلیاں رونما ہوئیں اور خاص طور پر جنھوں نے اس علاقے کے شعر و ادب کو متاثر کیا۔ اس کے بارے میں تحقیق ہونی چاہیے۔ اس سلسلے میں سب سے پہلے میں نے ۲۰۱۰ء میں سرگودھا یونیورسٹی میں ایم۔فل اُردو کے لیے تحقیقی مقالے ’’سیالکوٹ میں اُردو شاعری کا ارتقا ۱۹۴۷ء تا ۲۰۰۹ء ‘‘ کا انتخاب کیا۔ اس تحقیقی و تنقیدی مقالے میں شعرائے سیالکوٹ کے سوانحی حالات اور ان کی شاعری کا تحقیقی و تنقیدی جائزہ لیا گیا ہے۔ اس مقالے میں تشنگی رہہ گئی تھی کیوں کہ اس میں شاعری کی مکمل ادبی تاریخ کا بھی صحیح معنوں میں تحقیقی و تنقیدی جائزہ نہیں لیا گیا تھا۔ ضرورت اس امر کی تھی کہ سیالکوٹ کے شعری ادب کے ساتھ ساتھ نثری ادب کا بھی مکمل طورپر تحقیقی و تنقیدی جائزہ لیا جائے ۔اس عظیم کام کو سر انجام دینے کے لیے تحقیق کار نے ۲۰۱۲ء میں یونیورسٹی آف سرگودھا میں پی۔ایچ ڈی اردو میں داخلہ لیا۔ ۲۰۱۴ء میں یونیورسٹی نے ’’سیالکوٹ میں نقدو ادب کی روایت‘‘ عنوان کے تحت ریسرچ پروپوزل پی ایچ ڈی اُردو مقالے کے لیے منظور...

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