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Pages:
3 pages/≈825 words
Sources:
No Sources
Level:
APA
Subject:
Literature & Language
Type:
Article
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 12.15
Topic:

Organizational Justice Effects On Job Insecurity And Performance (Article Sample)

Instructions:

artical analysing

source..
Content:
Organizational Justice Effects on Job Insecurity and Performance Name Institution Organizational Justice Effects on Job Insecurity and Performance 1 Summary The article highlights how job insecurity affects the productivity and performance of employees. The economic uncertainties have played a crucial role in reducing job security levels. Accordingly, employees have heightened fears of losing their jobs. Many workers have highlighted the fact that job security is an important element of job satisfaction. According to the article, employers need to provide job security to avoid the employees experiencing work stress and negative emotional reactions that may impede their job performance. Even so, the current job market has been marred by short-term contracts, which has heightened job insecurity levels and consequently affect employee performance negatively. Concisely, there is a need for employers to enhance their ability to buffer the negative effects to the workforce on the onset of job insecurity and market uncertainties. Organizational justice has been noted for its ability to enhance job security within an organization. The article highlights the uncertainty management theory (UMT), which is influential in providing organizational leaders with a platform of applying fair judgment particularly when an organization is faced with uncertainties. Organizational justice provides an avenue for the staff to cope with uncertainties in their jobs. Enhanced organization justice plays a crucial role in ascertaining that employees are motivated to register higher workplace performance because of the perception that productivity will save the company from failing and ultimately secure their jobs. On the other hand, unfair decision-making by the management has the negative effect of ensuring that employees are not inspired and consequently look for alternative employment opportunities. The article argues that organizational justice is a crucial element of enhancing job security and subsequently improve the employees’ satisfaction and performance. In contrast, unfair judgments elicit a feeling of uncertainty affecting the motivation of the employees to be more productive and enhance the success of the company in overcoming the challenges prevailing in the market. 2 Evidence Suggesting this is a Scholarly Article The article portrays a number of characteristics indicating that it is a scholarly article. The inclusion of references is one of the indicators that it is a scholarly article. Evidently, using past literature to conduct the current research has been crucial in providing relevant and updated information related to the topic. In addition, the article has extensively quoted past scholarly materials in its literature review and other parts of the report. Another evidence is that it provides in-depth research materials covered in more than five pages. The article is designed for scholarly readers. The writers intended the audience of the article to be students, researchers, and professors who are interested in pursuing further knowledge about the topic. The inclusion of tables and graphs is also an indicator that the article was intended for a scholarly audience. 3 Type of Experiment and Independent and Dependent Variables The research engaged in experimental approach under the category of field and natural studies. In addition, the experimental approach was complemented by non-experimental approaches, which included surveys. In this regard, the researchers invited participants from a large Chinese insurance company to answer some survey questions in order to understand the correlation between organizational justice, employee satisfaction, and job performance. In this regard, the research method applied was fundamental in the development of the independent and dependent variables. The independent variable was organizational justice. Tersely, an independent variable is not changed by various conditions of the study. Organizational justice was considered an element that had influence over other factors such as job satisfaction, employment security, and employee performance. On this note, organizational justice was assu...
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