ISSN: 2225-8329
Open access
Justice is an important element in any organization. Innovative work behavior and Human Resource Management practices (HRMPs) are affected by organizational justice (Distributive, Procedural, Interpersonal & informational). For this paper distributive justice is selected as an independent variable. The purpose of this paper is to explore the mediating effect of HRM practices in organizational justice on innovative work behavior among the hotel industry of Pakistan. In total, 151 personnel were selected from 21 hotels from different cities of Pakistan. The survey instrument was adapted for collecting data. Top/middle management is selected for this study, therefore, convenience and purposive sampling technique is adopted Findings were drawn using descriptive analysis, bivariate correlation, linear regression; and mediation was tested by using Prof.Hayes model 4 by using SPSS version 25. Results revealed that organizational justice is significantly related to the innovative work behavior of employees & HRMPs significantly mediated. Findings of this study suggested that distributive justice is an important factor for creating innovative work behavior of employees. Further the top/middle management with higher organizational justice is taken to create new ideas with innovation which can be beneficial for the hotels and employees. The study provides essential information about the impact of distributive justice on innovative work behavior of employees of the hotel industry. The outcomes of this research are expected to improve further research and literature on organizational justice, HRM practices and innovative work behavior.
1. Adams, J. (1965). Inequity in Social Exchange. Adv. Exp. Soc. Psychol. 62, 335-343.
2. Adams, J. (1963), “Towards an understanding of inequity”. J. Abnormal Soc. Psychol. 67: 422- 436.
3. Ahmed, M. M., Shabib ul Hassan. Shabbir, G. (2018). Effect of Human Resource Component on Workers’ Performance, European Journal of Business and Management, Vol.10, No.10.
4. Al-Abrrow, H. A., Ardakami, M. S., Harooni, A., & Poul, M. H. (2013).The relationship between organizational trust and organizational justice components and their role in job involvement in education. International Journal of Management Academy, 1(1), 25-41.
5. Alzyoud, S., Partington, N. S., Mitchell, C., & Tom-Dieck, D. (2017). Employee Innovation in the Hospitality Industry: the Mediating Role of Psychological safety.
6. Akram, T., Haider, J., M., Feng, X. Y. (2016). The Effects of Organizational Justice on the Innovative Work Behavior of Employees: An Empirical Study from China, Journal of Creativity and Business Innovation, Vol. 2.
7. Almansour, M. Y., & Minai, S. M.(2012). The Relationship between Organizational Justice Components and Innovative Behavior in Arab Society. Evidence from Government Department in Jordan, Middle-East Journal of Scientific Research 12 (1): 46-51.
8. Awang, R., & Ahmad, W. M. R. W. (2015). The impact of organizational justice of organizational citizenship behavior in Malaysian higher education. Mediterranean Journal of Social Sciences, 6 (5), 674.
9. Aiken, L. S., West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Thousand Oaks, CA: Sage.
10. Amyan, M. M. (2016). The Impact of Training on the Performance of Employees Case Study Search and Rescue Team: Jordanian Civil Defense, International Business and Management, Vol. 12, No. 3, pp. 49-61. DOI:10.3968/8498
11. Buyers, L. (2017). Major Issues Facing the Hospitality Industry in 2017, Hospitality News & Events. [online] Available at: https://impos. [Accessed 08 Jan 2018].
12. Bu?cker, J., & Horst, E. Van der. (2017). Innovative Work Behavior: To What Extent and How Can HRM Practices Contribute to Higher Levels of Innovation Within SMEs? Issues of Human Resource Management. DOI: 10.5772/intechopen. 68433.
13. Bagri, Babu, & Kukureti. (2010). Human resource practices in hotels: A study from the tourist state of uttrakan, india, Journal of human resource in hospitality and tourism, 9(3): 286-299.
14. Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., Ng, K. Y. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. J. Appl. Psychol. 86:425. 10.1037/0021-9010.86.3.425
15. Cohen-Charash, Y., and Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86: 278-321.
16. Ceylan, A., & Sulu, S. (2011). Organizational injustice and work alienation. E+ M Ekonomie a Management (2), 65.
17. Chen, C. J., & Huang, J. W. (2009), Strategic human resource practices and innovation performance - The mediating role of knowledge management capacity. Journal of Business Research, 62, 104-114. http://dx.doi.org/10.1016/j.jbusres.2007.11.016.
18. Chan, S. H., & Kuko, O. M. (2011).A study of human resource recruitment, selection and retention issues in the hospitality and tourism, 10(4): 421-441.
19. Cheung, M. F. Y. (2013). The mediating role of perceived organizational support in the effects of interpersonal and informational justice on organizational citizenship behaviors. Leadership & Organization Development Journal, 34 (6), 551–572. DOI: 10.1108/lodj-11-2011-0114.
20. De Jong, J. & Den Hartog, D. (2010). Measuring innovative work behavior, Creativity and Innovation Management, Vol. 19 No. 1, pp. 23-36.
21. DeConinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ level of trust. Journal of Business Research, 63 (12), 1349–1355. D
To cite this article: Ismail, U. (2020). Mediating Effects of HRM Practices in Organizational Justice on Innovative Work Behavior among the Hotel Industry of Pakistan, International Journal of Academic Research in Accounting, Finance and Management Sciences 10 (1): 132-148.
Copyright: © 2020 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode