WORK VALUES AND ORGANIZATIONAL JUSTICE AS PREDICTORS OF MANAGERIAL EFFECTIVENESS

Abstract

The management discourse has increasingly focused on the performance of the organizations to meet the challenges of global competition. The performance can be enhanced when organizations tend to restructure the process and policies through increased managerial effectiveness. Infact, we can say that managerial effectiveness is an important factor for the accomplishment of organizational goals and has been conceptualized in terms of competencies, satisfaction and conflict resolution, need fulfillment and recognition. Earlier, managerial effectiveness has been studied in terms of personality, communication, cultures and occupational factors. But not from the perspective of work values and perception ofjustice in the workplace. Work values (altruism, esthetics, creativity, management, prestige, achievement, way of life, surroundings, supervisory relations, intellectual stimulation, economic returns, security, independence, variety and associate) and perception of justice at workplace (distributive, procedural and interactional justice) lubricates the psychological fabric of the organization and enhances managerial effectiveness in terms of activities of the position, achieving the results and developing further potential. Further, perception of justice and work values in workplace determines the positive behavior patterns along with emotional and cognitive balances while perceiving the jobs calling and enjoying. The present study has carved the niche which focus on values and justice as one of the significant aspects in managementdiscourse leading to managerialeffectiveness. The purpose of the present research is to explore the effect of work values and organizational justice on managerial effectiveness.The study has been conducted on a sample of 300 managers. The participants were chosen as purposive convenient sampling. The analysis of the data is pertinent to Pearson's r and Stepwise Multiple Regression Analysis, to examine the effect of work values and perception ofjustice on managerial effectiveness. In addition, to examine the factor structure of the measures taken up in the study, scales were subjected to Principal Component Analysis (PCA) with Kaiser's Varimax Rotation. To sum up, the analyses have been conducted using SPSS 15.0 version for Pearson's Correlation, Stepwise Regression Analysis and Factor Analysis. The results have indicated a positive and significant relationship of work values and organizational justice with managerial effectiveness. The findings have supported the nascent viewpoint that work is central to an individual's life and perception of work values and justice energizes individual to work in a specific direction, resulting managerial effectiveness. The study provide valuable implications for the practioners, researchers and management body to better understand the psychological needs and workplace expectations of managers where they experience greater meaning and personal development from their work and would prefer to call their work enjoyable and socially useful while the fulfilling their personal aspirations with increased effectiveness.