The Effects of Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) on Employee Engagement (EE) of Indian Employee in Information Technology

Navin Kumar, K (2019) The Effects of Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) on Employee Engagement (EE) of Indian Employee in Information Technology. International Journal of Recent Technology and Engineering, 8 (IC2). pp. 209-215. ISSN 2277-3878

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Abstract

--The concern of the organization with employee's perception of organizational support and justice affects the employee's attitude and behavior within the work environment. The purpose of the empirical study is to rationally conclude about the impact of the POS and the POJ on employee engagement of the IT employees who are based in Bangalore, India. In support of the literature, the researcher developed a model by identifying constructs of POS, POJ, and EE and identified different measuring criteria to measure these variables. The research employed a data of 429 respondents who are the employees of Indian IT firms. The relationship between the POS, POJ, and EE were measured by using linear regression analysis. The perceptional difference among employees concerning the POS, POJ, and EE by their years of experience in the company was measured by using one way ANOVA. The results show that there is a positive relationship between POS & EE which means when the employees perceive that organizations support and care about the wellbeing of employees, they will be more engaged in their work. It was also found that there is a direct relationship among POJ and EE. The POJ has three sub-constructs such as distributive justice (DJ), procedural justice (PJ), and interactional justice (IJ). From the result, it was found that interactional justice has the more predictive power of employee engagement compared to the procedural justice and distributive justice. In the present study it can be concluded from the result that in the Indian IT firms, employees are more concerned about the procedure followed during the distribution of outcomes and communication method used in it to make them more engaged. It was also found that there is no perceptional difference among employees about POS, POJ & EE by their experience. The findings of the present study highlight the importance of fairness in the distribution of outcomes and concern for the wellbeing of the employees to enhance the engagement level of employees. Keywords—Distributive Justice, Employee Engagement, Interactional Justice, Perceived Organizational Justice, Perceived Organizational Support, and Procedural Justice.

Item Type: Article
Uncontrolled Keywords: Distributive Justice, Employee Engagement, Interactional Justice, Perceived Organizational Justice, Perceived Organizational Support, and Procedural Justice.
Subjects: Management > MIM Manipal
Depositing User: MIM User
Date Deposited: 25 Jul 2019 05:03
Last Modified: 25 Jul 2019 05:03
URI: http://eprints.manipal.edu/id/eprint/154268

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