TY - JOUR
T1 - Cynicism, justice and behavioral support for change
T2 - a moderated mediation analysis
AU - Sabar, Sabar
AU - Sukoco, Badri Munir
AU - Ahlstrom, David
N1 - Publisher Copyright:
© 2024, Emerald Publishing Limited.
PY - 2024/10/9
Y1 - 2024/10/9
N2 - Purpose: The purpose of this study is to describe and explain the relationship between organizational justice, as an environment and as a buffer and suppressant for influencing cynicism about organizational change (CAOC), thereby influencing change-supportive behavior (CSB) and its impact on higher education performance (OP). The social cognitive theory was applied to test the moderating role of perceived organizational justice in the relationship between CAOC, CSB, and OP. Design/methodology/approach: The research found support for the proposed model using data collected from 91 faculties at 10 autonomous higher education institutions in Indonesia and a multisource research design with a non-academic staff sample. Findings: This finding confirms that distributive and interactional justice only influences organizational performance when perceived as moderate or high. The moderated mediation analysis findings were supported by the moderating variable of procedural justice but were supported by the moderating variables of distributive and interactional justice. Originality/value: As a determinant of CAOC on non-academic staff in Indonesia, a country with a high-power distance, cynicism towards change is difficult to detect due to the prevalence of silent cynicism.
AB - Purpose: The purpose of this study is to describe and explain the relationship between organizational justice, as an environment and as a buffer and suppressant for influencing cynicism about organizational change (CAOC), thereby influencing change-supportive behavior (CSB) and its impact on higher education performance (OP). The social cognitive theory was applied to test the moderating role of perceived organizational justice in the relationship between CAOC, CSB, and OP. Design/methodology/approach: The research found support for the proposed model using data collected from 91 faculties at 10 autonomous higher education institutions in Indonesia and a multisource research design with a non-academic staff sample. Findings: This finding confirms that distributive and interactional justice only influences organizational performance when perceived as moderate or high. The moderated mediation analysis findings were supported by the moderating variable of procedural justice but were supported by the moderating variables of distributive and interactional justice. Originality/value: As a determinant of CAOC on non-academic staff in Indonesia, a country with a high-power distance, cynicism towards change is difficult to detect due to the prevalence of silent cynicism.
KW - Change-supportive behavior
KW - Cynicism about organizational change
KW - Higher education
KW - Moderation-mediation
KW - Organizational justice
UR - http://www.scopus.com/inward/record.url?scp=85201123048&partnerID=8YFLogxK
U2 - 10.1108/LODJ-11-2023-0649
DO - 10.1108/LODJ-11-2023-0649
M3 - Article
AN - SCOPUS:85201123048
SN - 0143-7739
VL - 45
SP - 1568
EP - 1587
JO - Leadership & Organization Development Journal
JF - Leadership & Organization Development Journal
IS - 8
ER -