Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa

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dc.contributor.advisorMeyer, Ines
dc.contributor.authorViljoen, Lana
dc.date.accessioned2023-02-23T11:14:49Z
dc.date.available2023-02-23T11:14:49Z
dc.date.issued2022
dc.date.updated2023-02-21T07:28:10Z
dc.description.abstractAmongst the 17 Sustainable Development Goals as proposed by the United Nations, the study was concerned with promoting decent work (Sustainable Development Goal 8) and wellbeing (Sustainable Development Goal 3) amongst high-income workers. In line with what constitutes decent work, the study aimed to determine to what extent organisational justice (comprising distributive, procedural, interpersonal, and informational justice) and workplace social support (comprising perceived organisational support, perceived supervisory support, and perceived co-worker support) predicted employee wellbeing amongst high-income workers. The results provided insight into the multidimensionality of wellbeing and revealed two types of wellbeing present in the study, namely work-related wellbeing and interpersonal wellbeing. The study adopted a correlational research design, assisted by survey research, where an online survey was distributed via LinkedIn and WhatsApp to collect data from high-income workers (N = 120). The regression results indicated that all types of organisational justice and workplace social support predicted the two types of wellbeing. In addition, mediation analyses indicated that supervisory support strengthened the relationship between interactional justice (i.e., interpersonal and informational justice) and employee wellbeing (i.e., work-related and interpersonal wellbeing). The study thus highlighted the importance of supervisory support in achieving interpersonal and informational justice and proposed training aimed at interpersonal skills for supervisors to aid in the management of employee wellbeing. In addition, the study highlighted how COVID-19 had disintegrated the workplace as many organisations required their employees to work remotely. The study thus proposed that organisations should seek ways for employees to interact with one another in a virtual working environment. Therefore, as organisations maintain decent working conditions by implementing fairness and support in the workplace, they contribute to the management of employee wellbeing.
dc.identifier.apacitationViljoen, L. (2022). <i>Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa</i>. (). ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/37030en_ZA
dc.identifier.chicagocitationViljoen, Lana. <i>"Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa."</i> ., ,Faculty of Commerce ,Organisational Psychology, 2022. http://hdl.handle.net/11427/37030en_ZA
dc.identifier.citationViljoen, L. 2022. Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa. . ,Faculty of Commerce ,Organisational Psychology. http://hdl.handle.net/11427/37030en_ZA
dc.identifier.ris TY - Master Thesis AU - Viljoen, Lana AB - Amongst the 17 Sustainable Development Goals as proposed by the United Nations, the study was concerned with promoting decent work (Sustainable Development Goal 8) and wellbeing (Sustainable Development Goal 3) amongst high-income workers. In line with what constitutes decent work, the study aimed to determine to what extent organisational justice (comprising distributive, procedural, interpersonal, and informational justice) and workplace social support (comprising perceived organisational support, perceived supervisory support, and perceived co-worker support) predicted employee wellbeing amongst high-income workers. The results provided insight into the multidimensionality of wellbeing and revealed two types of wellbeing present in the study, namely work-related wellbeing and interpersonal wellbeing. The study adopted a correlational research design, assisted by survey research, where an online survey was distributed via LinkedIn and WhatsApp to collect data from high-income workers (N = 120). The regression results indicated that all types of organisational justice and workplace social support predicted the two types of wellbeing. In addition, mediation analyses indicated that supervisory support strengthened the relationship between interactional justice (i.e., interpersonal and informational justice) and employee wellbeing (i.e., work-related and interpersonal wellbeing). The study thus highlighted the importance of supervisory support in achieving interpersonal and informational justice and proposed training aimed at interpersonal skills for supervisors to aid in the management of employee wellbeing. In addition, the study highlighted how COVID-19 had disintegrated the workplace as many organisations required their employees to work remotely. The study thus proposed that organisations should seek ways for employees to interact with one another in a virtual working environment. Therefore, as organisations maintain decent working conditions by implementing fairness and support in the workplace, they contribute to the management of employee wellbeing. DA - 2022_ DB - OpenUCT DP - University of Cape Town KW - Employee wellbeing KW - Organisational justice KW - Workplace social support KW - Workrelated wellbeing KW - Interpersonal wellbeing KW - Distributive justice KW - Procedural justice KW - Interpersonal justice KW - Informational justice KW - Perceived organisational support KW - Perceived supervisory support KW - Perceived co-worker support LK - https://open.uct.ac.za PY - 2022 T1 - Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa TI - Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa UR - http://hdl.handle.net/11427/37030 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/37030
dc.identifier.vancouvercitationViljoen L. Organisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa. []. ,Faculty of Commerce ,Organisational Psychology, 2022 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/37030en_ZA
dc.language.rfc3066eng
dc.publisher.departmentOrganisational Psychology
dc.publisher.facultyFaculty of Commerce
dc.subjectEmployee wellbeing
dc.subjectOrganisational justice
dc.subjectWorkplace social support
dc.subjectWorkrelated wellbeing
dc.subjectInterpersonal wellbeing
dc.subjectDistributive justice
dc.subjectProcedural justice
dc.subjectInterpersonal justice
dc.subjectInformational justice
dc.subjectPerceived organisational support
dc.subjectPerceived supervisory support
dc.subjectPerceived co-worker support
dc.titleOrganisational justice and workplace social support as predictors of employee wellbeing: A case of high-income workers in South Africa
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationlevelMCom
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