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Overall justice, work group identification and work outcomes: Test of moderated mediation process


  • Patel, Charmi
  • Budhwar, Pawan
  • Varma, Arup


This study examined an integrated model of the antecedents and outcomes of organisational and overall justice using a sample of Indian Call Centre employees (n=458). Results of structural equation modelling (SEM) revealed that the four organisational justice dimensions relate to overall justice. Further, work group identification mediated the influence of overall justice on counterproductive work behaviors, such as presenteeism and social loafing, while conscientiousness was a significant moderator between work group identification and presenteeism and social loafing. Theoretical and practical implications are discussed.

Suggested Citation

  • Patel, Charmi & Budhwar, Pawan & Varma, Arup, 2012. "Overall justice, work group identification and work outcomes: Test of moderated mediation process," Journal of World Business, Elsevier, vol. 47(2), pages 213-222.
  • Handle: RePEc:eee:worbus:v:47:y:2012:i:2:p:213-222
    DOI: 10.1016/j.jwb.2011.04.008

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    References listed on IDEAS

    1. Jill Rubery & Carilyn Carroll & Fang Lee Cooke & Irena Grugulis & Jill Earnshaw, 2004. "Human Resource Management and the Permeable Organization: The Case of the Multi‐Client Call Centre," Journal of Management Studies, Wiley Blackwell, vol. 41(7), pages 1199-1222, November.
    2. Rosemary Batt & Eileen Appelbaum, 1995. "Worker Participation in Diverse Settings: Does the Form Affect the Outcome, and If So, Who Benefits?," British Journal of Industrial Relations, London School of Economics, vol. 33(3), pages 353-378, September.
    3. Batt, R. & Applebaum, E., 1995. "Worker Participation in Diverse Settings: Does the Form Affect the Outcome, and If So, Who Benefits?," Papers 95-06, Cornell - Center for Advanced Human Resource Studies.
    4. Grimshaw, Damian & Rubery, Jill, 1998. "Integrating the Internal and External Labour Markets," Cambridge Journal of Economics, Cambridge Political Economy Society, vol. 22(2), pages 199-220, March.
    5. Olkkonen, Maria-Elena & Lipponen, Jukka, 2006. "Relationships between organizational justice, identification with organization and work unit, and group-related outcomes," Organizational Behavior and Human Decision Processes, Elsevier, vol. 100(2), pages 202-215, July.
    6. Cohen-Charash, Yochi & Spector, Paul E., 2001. "The Role of Justice in Organizations: A Meta-Analysis," Organizational Behavior and Human Decision Processes, Elsevier, vol. 86(2), pages 278-321, November.
    7. Kim, Tae-Yeol & Leung, Kwok, 2007. "Forming and reacting to overall fairness: A cross-cultural comparison," Organizational Behavior and Human Decision Processes, Elsevier, vol. 104(1), pages 83-95, September.
    8. Miles, Jeffrey A. & Greenberg, Jerald, 1993. "Using Punishment Threats to Attenuate Social Loafing Effects among Swimmers," Organizational Behavior and Human Decision Processes, Elsevier, vol. 56(2), pages 246-265, November.
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    3. Subhra Pattnaik & Santosh Kumar Tripathy, 2019. "The Journey of Justice: Recounting Milestones over the Past Six Decades," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 44(1), pages 58-85, February.
    4. Rodell, Jessica B. & Colquitt, Jason A. & Baer, Michael D., 2017. "Is adhering to justice rules enough? The role of charismatic qualities in perceptions of supervisors’ overall fairness," Organizational Behavior and Human Decision Processes, Elsevier, vol. 140(C), pages 14-28.
    5. Zhou, Qin & Martinez, Luis F. & Ferreira, Aristides I. & Rodrigues, Piedade, 2016. "Supervisor support, role ambiguity and productivity associated with presenteeism: A longitudinal study," Journal of Business Research, Elsevier, vol. 69(9), pages 3380-3387.
    6. Marshall Schminke & Anke Arnaud & Regina Taylor, 2015. "Ethics, Values, and Organizational Justice: Individuals, Organizations, and Beyond," Journal of Business Ethics, Springer, vol. 130(3), pages 727-736, September.

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