Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

Belief in a just world and organisational loyalty: Trust as an underlying mechanism

This research examined whether employees' personal belief in a just world (BJW) is associated with their organisational loyalty and whether this relationship is statistically mediated by organisational trust. To test these hypotheses, we conducted two studies with employees from China (study 1, N = 314) and Germany (study 2, N = 189). The results from both studies supported the proposed model. In addition, study 2 revealed that the relationship between BJW and organisational loyalty persisted when controlling for global personality traits. These suggest that managers and organisations may increase employees' loyalty by providing an environment that fosters their sense of justice and trust.

Just world beliefs and altruistic behaviors of college students during the COVID-19 pandemic: The mediating role of empathy

Altruistic behavior is of great significance for individual happiness and social development. The study has focused on the influence of two factors at the individual level on college students' altruistic behavior. The self-report questionnaires of 2,272 college students on belief in a just world, empathy and altruistic behavior were investigated. The results of the study found that: 1) Just-world belief and empathy both positively predicted altruistic behavior; 2) Empathy influenced altruistic behavior through just-world belief. And from the perspective of motivation theory, it explains that individuals affirm that altruistic behavior will bring spiritual pleasure, so individuals will maintain the consistency of their own internal factors to promote altruistic behavior.This study enriches the research value of altruistic behavior at the individual level and provides an empirical basis for the cultivation of altruistic behavior at the individual level.

Psychometric Validation of the Dutch Version of the Promotive and Prohibitive Voice Scale

The aim of this three-study report was to validate the Dutch version of the promotive and prohibitive voice scale and to further embed the constructs of promotive and prohibitive voice within their nomological network. Promotive voice refers to the expression of suggestions for improving work practices, whereas prohibitive voice refers to the expression of concerns about practices and behaviors that are detrimental. In Study 1 (N = 121), confirmatory factor analyses (CFAs) provided evidence for the two-factor structure, which was replicated in the other two studies. In Study 2 (N_T1 = 209/N_T2 = 107), we investigated the convergent and discriminant validity of the promotive and prohibitive voice scale, and tested measurement invariance across gender and time. Results provided validity evidence, partial scalar invariance for gender, and scalar invariance across time. In Study 3 (N = 149), we expanded the nomological network of the promotive and prohibitive voice scales through their relationship with personal initiative, approach temperament, and risk propensity. Taken together, our results provide strong evidence for the validity of the Dutch version of the promotive and prohibitive voice scale.

The EThIC Model of Virtue-Based Allyship Development: A New Approach to Equity and Inclusion in Organizations

As organizations take on grand challenges in gender equality, anti-racism, LGBTQ+ protections and workplace inclusion, many well-intentioned individuals from dominant groups (e.g., cisgender men, Caucasian, heterosexual) are stepping forward as allies toward underrepresented or marginalized group members (e.g., cisgender women, People of Color, LGBTQ+ identified employees). Past research and guidance assume an inevitable need for external motivation, reflected in the 'business case' for diversity and in top-down policies to drive equity and inclusion efforts. This qualitative study explored internal motivations in the form of morally motivated virtues of 25 peer-nominated exemplary allies serving in leadership positions. In-depth life/career story interviews were used to identify the virtues that supported their allyship journeys. Findings demonstrated that they tapped into several virtues that served distinct functions in a 4-stage allyship development process: Stage 1-Energizing psychological investment (compassion, fairness); Stage 2-Thinking through allyship-relevant complexities (intellectual humility, perspective-taking, wisdom); Stage 3-Initiating action (prudence, moral courage, honesty); Stage 4-Committing to allyship (perseverance, patience). We call this the 'EThIC model of virtue-based allyship development.' This study has implications for theory and research on a virtue-based approach to diversity, equity and inclusion.

The relationship between transformational leadership and work engagement. Moderated mediation roles of psychological ownership and belief in just world

Purpose

This study aims to investigate the mediating and moderating effects of psychological ownership and belief in just world in the relationship between transformational leadership and work engagement.

Design/methodology/approach

The data were collected from 183 lecturers who teach in an Indonesian university. The questionnaires covered transformational leadership, psychological ownership, belief in just world and work engagement. The collected data were examined with structural equation model analysis.

Findings

The results demonstrated a significant moderated mediation index, which indicated that the relationship between transformational leadership and work engagement is mediated by psychological ownership and is moderated by belief in just world.

Practical implications

To achieve higher work engagement, organizations should increase employees’ feelings of ownership and boost just world belief.

Originality/value

The present study offers new insight on how personality trait plays a moderating role in the relationship between transformational leadership and work engagement.

A dark lens or a dark world? Conceptualising Justice Capital

Perceptions of justice have been extensively researched within just world theory as both defensive coping mechanisms and as personal resources. This paper advocates for more programmatic efforts to be devoted to understanding perceptions of justice as rational reflections of individual access to justice. Justice Capital is conceptualised here as an individual difference based on status, microsystem authorities, effort-effect pipeline, voice, and society. These dimensions can overlap and operate on both personal and systemic levels. It is a form of capital to experience the effect of one's actions, to be treated fairly by authorities, to self-advocate, and to live in a society that has a higher justice baseline. Currently, just-world theory correlational research alternates between its positive and negative effects and between viewing belief in a just world as a predictor or as an outcome. For research to move forward productively in this field, researchers must articulate and investigate when self-evaluations of justice are rational reflections of participants' individual access to justice and connect research to existing injustices. This paper points to existing evidence of a Justice Capital interpretation and suggests how this construct can advance the theory into new directions of empirical research.

Influence of Core Competence on Voice Behavior of Clinical Nurses: A Multicenter Cross-Sectional Study

Background

Voice behavior, referred to as a positive guarantee for organizational development, is influenced by several kinds of individual, collective and organizational features. However, the impact of individual competence on voice behavior is unclear. The aim of the present study was to investigate the status quo of core competence and voice behavior of clinical nurses and explore the impact of core competence on nurses’ voice behavior.

Methods

A multicenter cross-sectional survey. A total of 1717 nurses were recruited from nine tertiary and secondary hospitals between March and June 2019. An online questionnaire, including socio-demographic variables, employee voice behavior scale and competence inventory for registered nurses, was used to investigate prohibitive and promotive voice behavior and core competence of clinical nurses. Pearson correlation and hierarchical multiple regression were performed in the data analysis.

Results

The mean score for prohibitive and promotive voice behavior of nurses were 3.46 (SD 0.77) and 3.46 (SD 0.88), respectively. The mean score for core competence was 2.46 (SD 0.77). Critical thinking/research aptitude was the most important predictor for both prohibitive and promotive voice behavior (each p < 0.05), but its influence on promotive voice behavior was greater (p < 0.05). Leadership was another significant predictor for prohibitive voice behavior (p < 0.05). Legal/ethical practice, teaching-coaching, professional development and shift work were other predictors for promotive voice behavior (each p < 0.05).

Conclusion

Clinical nurses experience modest levels of prohibitive and promotive voice behavior and their core competence is moderate. Core competence, especially critical thinking/research aptitude, impacts significantly on voice behavior of clinical nurses. Cultivating nurses’ core competence could positively increase their voice behavior for organizational development.