Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes | Zendy

Audrey Babic | Zendy; Florence Stinglhamber | Zendy; Isabelle Hansez | Zendy

Open Access

Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes

Author(s) -

Audrey Babic,

Florence Stinglhamber,

Isabelle Hansez

Publication year - 2015

Publication title -

psychologica belgica

Language(s) - English

Resource type - Journals

SCImago Journal Rank - 0.511

H-Index - 33

eISSN - 2054-670X

pISSN - 0033-2879

DOI - 10.5334/pb.bk

Subject(s) - psychology , organizational justice , perceived organizational support , bootstrapping (finance) , distributive justice , organizational commitment , social psychology , procedural justice , structural equation modeling , job satisfaction , affective events theory , economic justice , work engagement , well being , job performance , work (physics) , job attitude , business , political science , mathematics , law , engineering , perception , mechanical engineering , statistics , finance , neuroscience , psychotherapist

It is well established that negative work-home interference (NegWHI) impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1) perceived organizational support (POS) in the relationship between organizational justice (OJ) and NegWHI; and (2) NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees' feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.

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