Original Research

Organisational justice and work-family conflict: Impact to quality of work life

Zulkarnain Zulkarnain, Eka D.J. Ginting, Abdhy A. Adnans, Maria M. Sianturi
SA Journal of Human Resource Management | Vol 22 | a2393 | DOI: https://doi.org/10.4102/sajhrm.v22i0.2393 | © 2024 Zulkarnain Zulkarnain, Eka D.J. Ginting, Abdhy A. Adnans, Maria M. Sianturi | This work is licensed under CC Attribution 4.0
Submitted: 17 July 2023 | Published: 15 January 2024

About the author(s)

Zulkarnain Zulkarnain, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Sumatera Utara, Medan, Indonesia
Eka D.J. Ginting, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Sumatera Utara, Medan, Indonesia
Abdhy A. Adnans, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Sumatera Utara, Medan, Indonesia
Maria M. Sianturi, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Sumatera Utara, Medan, Indonesia

Abstract

Orientation: The development of quality of work life (QWL) in line with the needs of employees will balance personal growth and social life in the workplace. Improving the QWL has an impact on employee efficiency and organisational productivity.

Research purpose: This study determines how organisational justice and work-family conflict determine the QWL. We conducted a cross-sectional study. Participants were selected based on characteristics and the objective of the study.

Motivation for the study: Employees’ well-being and fairness in the workplace are crucial factors that can significantly impact their job satisfaction, productivity and overall organisational outcomes.

Research approach/design and method: Data collection used questionnaires and involved 508 oil palm plantation officers. The hierarchical regression analysis was used to find out the determinant of QWL.

Main findings: We found that organisational justice and work-family conflict are predictors of QWL. Work-family conflict is associated with low levels of QWL. Interactional justice and time-based conflict was the best predictor of QWL.

Practical/managerial implications: The emergence of work-family conflict will reduce employee job satisfaction, and ultimately, the QWL will decrease.

Contribution/value-add: These findings could be guidelines for managing a healthy work culture that eventually leads to the organisation’s success.


Keywords

quality of work life; work-family conflict; organisational justice; procedural justice; time-based conflict; oil palm plantations

JEL Codes

J21: Labor Force and Employment, Size, and Structure

Sustainable Development Goal

Goal 3: Good health and well-being

Metrics

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Total article views: 387


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