Inclusion and affective well-being: roles of justice perceptions
ISSN: 0048-3486
Article publication date: 25 May 2018
Issue publication date: 25 May 2018
Abstract
Purpose
The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship.
Design/methodology/approach
Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data.
Findings
Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective well-being was mediated by both distributive justice and procedural justice.
Research limitations/implications
The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability.
Practical implications
Implementation of inclusion training activities at organizational, group, and individual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective well-being.
Originality/value
Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective well-being relationship.
Keywords
Acknowledgements
The first two authors contributed equally to this paper.
Citation
Le, H., Jiang, Z., Fujimoto, Y. and Nielsen, I. (2018), "Inclusion and affective well-being: roles of justice perceptions", Personnel Review, Vol. 47 No. 4, pp. 805-820. https://doi.org/10.1108/PR-03-2017-0078
Publisher
:Emerald Publishing Limited
Copyright © 2018, Emerald Publishing Limited