The Impact of Human Resource Management Quality on Work Life Quality through The Moderating Role of Organizational Justice: The Case Study of the Expatriate Employees (Published)
The main objective of this article is to study the influence of the human resource management quality on the expatriate employees’ work life quality of within a multicultural service company, moderated by organizational justice. For this purpose, we first highlight a literature review related to human resource management quality, social environment, organizational commitment, and organizational justice. Then, we present preliminary results from a qualitative exploratory study conducted among 58 expatriate employees working in multicultural service companies and organizations in Doha (Qatar). We used cognitive mapping and applied a structural analysis through the cross-impact matrix method via the MICMAC software. The analysis reveals that organizational justice in multicultural service companies influences the quality of work life for expatriate employees.
Keywords: employees’ work life quality, organizational-justice, quality of human resources management
Psychological Distress of Aguata Suburban Female Bankers, Anambra State, Nigeria: Interplay of Perceived Organizational Justice, Job-Related Tension, and Organizational Frustration (Published)
This study examined psychological distress of Aguata suburban female bankers, Anambra State, Nigeria, with the objectives of understanding the interplay of job-related tension, perceived organizational justice and organizational frustration, using 89 participants, age-ranged 26-56 years, mean age 39.19, and standard deviation 7.35, sampled through cluster sampling technique. Reliable/valid instruments used were Job-related Tension Scale, Perceived-Organizational Justice Scale, and Organizational Frustration Scale. Multiple regression statistic tested the hypotheses postulated. The findings were job-related tension had significant positive correlation and significantly predicted 50% with organizational frustration; as well as have negative correlation with perceived-organizational justice of the participants. Perceived-organizational justice did not significantly predict organizational frustration (21% only) of female bankers. Recommendations were: Psychological intervention mechanisms should be provided for bankers. Organizational justice policies need to be complimented with proaction facilitators to reduce psychological distress of female bankers.
Keywords: Nigeria, Psychological Distress, female-bankers, job-tension, organizational-frustration, organizational-justice