Paper 8 A Systematic Review Reflecting
Paper 8 A Systematic Review Reflecting
Paper 8 A Systematic Review Reflecting
1. INTRODUCTION
In today’s dynamic and competitive world, achieving a sustainable
competitive advantage is the key towards organizational success (Tworzydło,
Gawronski, & Szuba, 2020). However, in the current outbreak of Covid-19
pandemics, organizations have to be alert towards responding to unseen
arising challenges of service quality operations (Joel B. Carnevale, 2020) and
1
Assistant Professor, Bahria University Karachi campus, [email protected]
2
PhD Scholar, Bahria University Karachi Campus, [email protected]
their inputs towards the work by slowing it down or they show resentment
towards the person whom they think is the cause of injustice (Cochran, 2014).
2. THEORETICAL CONSIDERATIONS
2.1 Conservation of resource theory: Procedural Justice, Emotional
Exhaustion and DWBs
The role of conservation of resource theory is to create a linkage
between injustice perceptions of the organization and emotional exhaustion
(Hobfoll, 1989). It was proposed conservation of resource theory to explain
inclination of emotionally exhausted employees toward withdrawal behaviors
to cope up with the stressors as they are short of cognitive and emotional
resources. COR perspective protects emotionally exhaustive employee from
further loss of cognitive and emotional resources. COR Theory believes that
individuals possess limited number of cognitive and social resources at a given
point in time therefore, they try to gain, retain and protect those resources
(Cole et al., 2010) but if their valued resources are lost with no further gain then
4. METHODOLOGY
4.1 Search Strategies
The relevant conceptual and empirical research articles were extracted
for the conduction of a systematic literature review from Google Scholar. The
database was searched with the combination of these keywords
“Organizational Justice”, “Organizational Fairness”, “Organizational Equity”,
“Emotional exhaustion”, “burnout” and “Withdrawal”, “Workplace Deviances”,
“Counterproductive Behaviors”, and “Antisocial Behaviors”. All the above-
mentioned keywords were put together in the database to have reduced
number of articles relevant for the required review. The database retrieved 215
research results. These highlighted articles were further shortlisted based on
Title and Abstract of the article. Another criterion for shortlisting was the
availability of article in English language. The research papers were also
collected from the reference list of the systematic review or Meta-analysis
articles.
5. RESULTS
A total of 215 articles were identified from Google Scholar, published
through JSTOR, Springer Link and Taylor & Francis. After applying the inclusion
and exclusion criterion mentioned above on these articles, 6 empirical research
were found to be relevant for this systematic literature review. According to
Cohen (1992), even a small correlation of effect size is likely to reach the
statistical significance to interpret research outcomes. All those research
articles were chosen who were representing the unique combination of
organizational justice (independent variable), emotional exhaustion
(mediator), deviant workplace behavior (dependent variable) along other
variables. All chosen research articles were empirical. Not a single conceptual
paper was identified representing the combination of these three variables.
Out of the six finalized articles mentioned in Table 1, five of them were
cross sectional in nature (Cole et al., 2010; Howard & Cordes, 2010; Lee & Suh,
2020; Vaamonde et al., 2018; Wu et al., 2016) except one (Tayfur et al., 2013).
The study conducted by Cole et al., (2010) included 869 civilian and
military employees US Air Force Material Command (AFMC). The study by Wu
et al., (2016) reviewed the integrated model on 213 full-time employees of the
public sector in East China. Tayfur et al., (2013) tested the integrated model on
217 employees from the service industry i.e. banks in Turkey. Lee & Suh, (2020)
applied an integrated framework to 150 employees from the airline industry
whose headquarter located in Seoul, South Korea. Vaamonde et al., (2018)
chose to study on a multi-occupational sample of 408 Argentine employees
whereas a research study done by Howard & Cordes, (2010) chose 437
randomly selected workers from various occupations and industries.
The research study done by Cole et al., (2010) has tested the
relationship between organizational justice with individual’s withdrawal in the
presence of a multi-mediation model involving emotional exhaustion and
organizational commitment. Wu et al., (2016) has used moderated mediation
model between perceived organizational justice and DWBs where job burnout
was chosen as a mediator and moral identity was taken as a moderator for the
relationship. The study performed by Tayfur et al., (2013) through a multi-
mediation approach by using emotional exhaustion, cynicism, and learned
helplessness as mediators between procedural justice and distributive justice.
On the other hand, Lee & Suh, (2020) used the integrative model verifying the
relationship between procedural justice, emotional exhaustion resulting in
person’s negative word of mouth or job quitting intention highlighting
NWOM as a new outcome of injustice and emotional exhaustion. Research
conducted by Vaamonde et al., (2018) tested a multi-mediation model by using
multiple mediators like burnout and job satisfaction on organizational justice
perceptions to turnover intentions. Another study conducted by Howard &
Cordes, (2010) was also part of this systematic review, the study tested the
relationship between Distributive Justice, Procedural Justice, Quit intention,
Alcohol Use, Work Alienation & Sickness Absence in the presence of employee
suffering, employee wellness and emotional exhaustion.
6. PRACTICAL IMPLICATIONS
This systematic study confirmed the prior findings that low perceived
organizational justice results in emotional exhaustion which further lead
towards the exhibition of DWBs by employees (Judge & Colquitt, 2004).
Moreover, the present review also confirmed that emotional exhaustion
on health sector. Which can highlight new avenue in the form of new variables
related to mediation and moderation that can assist in reducing the deviant
behavior by employees and those variables can be tested on other industries
and sectors to check their viability. Lastly, most of the research considered in
this review was cross-sectional. However, it is recommended that the
suggested should be tested by conducting longitudinal studies too.
8. CONCLUSION
This systematic review has provided additional evidence to the
growing body of knowledge in DWBs. Despite above mentioned limitations,
this study provides more evidence to the theoretical propositions mentioned
and identified a gap for future research on the area of DWBs. It is pertinent to
mention that DWBs cannot be eradicated however, it can be controlled or
minimize with suitable measures being to be taken. Therefore, this study tried
to highlight through the number of studies the unique combination of
variables proposed for the study which not only include underlying
antecedents and causes of DWBs, but it will also identify several mediating and
moderating variables which plays an integrated role with emotional
exhaustion, perceived organizational justice and deviant workplace behavior.
Thus, this study shares significant practical implication not only with
researchers but also with professionals to carry out further research in the
domain of DWBs.
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