<abstract xmlns="http://www.w3.org/1999/xhtml">

<bold>Aim/purpose</bold> – The purpose of this study is to investigate the impact of HRM practices on OCB-I (altruism and courtesy) and OCB-O (sportsmanship, conscientiousness, and civic virtue) by examining the mediating role of organizational justice perceptions (i.e., distributional, procedural, and interactional justice) and the moderating role of gender.
<bold>Design/methodology/approach</bold> – The study is based on a national sample of 10 organizations from the banking industry in Kosovo and data were obtained from 459 employees. The statistical method involved regression analyses by constructing 14 different models through controlling demographics and the Sobel test for testing the moderator hypotheses.
<bold>Findings</bold> – The findings of the study suggest that there are positive relations between HRM practices and both OCB-I and OCB-O. Additionally, HRM practices show positive relations with justice perceptions, while justice perceptions show positive relations with both OCB-I and OCB-O. Furthermore, justice perceptions play a mediating role in the relationship between HRM practices and both OCB-I and OCB-O. Gender moderates the relationship between HRM practices and justice perceptions, showing a positive relationship for females but a negative one for males. Lastly, gender also moderates the relationship between justice perceptions and OCB-O, being positive for males but negative for females.
<bold>Research implications/limitations</bold> – Limitations of this study include uncertainties in determining the most suitable HRM practices for assessing their impact on OCBs, potential method bias from the limited sample, and limited generalizability beyond Kosovo’s banking sector due to cultural variations.
<bold>Originality/value/contribution</bold> – This study provides a comprehensive understanding of HRM practices, organizational justice, and OCBs within Kosovo’s banking sector. The findings not only contribute to theoretical knowledge but also offer practical insights for Kosovan commercial banks, emphasizing the importance of evaluating HRM practices and justice perceptions to enhance employee behaviors crucial for organizational success.
</abstract>

Aim/purpose – The purpose of this study is to investigate the impact of HRM practices on OCB-I (altruism and courtesy) and OCB-O (sportsmanship, conscientiousness, and civic virtue) by examining the mediating role of organizational justice perceptions (i.e., distributional, procedural, and interactional justice) and the moderating role of gender.
Design/methodology/approach – The study is based on a national sample of 10 organizations from the banking industry in Kosovo and data were obtained from 459 employees. The statistical method involved regression analyses by constructing 14 different models through controlling demographics and the Sobel test for testing the moderator hypotheses.
Findings – The findings of the study suggest that there are positive relations between HRM practices and both OCB-I and OCB-O. Additionally, HRM practices show positive relations with justice perceptions, while justice perceptions show positive relations with both OCB-I and OCB-O. Furthermore, justice perceptions play a mediating role in the relationship between HRM practices and both OCB-I and OCB-O. Gender moderates the relationship between HRM practices and justice perceptions, showing a positive relationship for females but a negative one for males. Lastly, gender also moderates the relationship between justice perceptions and OCB-O, being positive for males but negative for females.
Research implications/limitations – Limitations of this study include uncertainties in determining the most suitable HRM practices for assessing their impact on OCBs, potential method bias from the limited sample, and limited generalizability beyond Kosovo’s banking sector due to cultural variations.
Originality/value/contribution – This study provides a comprehensive understanding of HRM practices, organizational justice, and OCBs within Kosovo’s banking sector. The findings not only contribute to theoretical knowledge but also offer practical insights for Kosovan commercial banks, emphasizing the importance of evaluating HRM practices and justice perceptions to enhance employee behaviors crucial for organizational success.

The impact of HRM practices on OCB-I and OCB-O, with mediating roles of organizational justice perceptions: Moderating roles of gender

University of Applied Sciences in Ferizaj

Department of Business, Administration Baskent University

Journal of Economics and Management

This work is licensed under the Creative Commons Attribution-NonCommercial 4.0 International License.

Aim/purpose – The purpose of this study is to investigate the impact of HRM practices on OCB-I (altruism and courtesy) and OCB-O (sportsmanship,...

The impact of HRM practices on OCB-I and OCB-O, with mediating roles of organizational justice perceptions: Moderating roles of gender

Publié en ligne: 09 févr. 2024

Pages: 1 - 24

Reçu: 21 déc. 2023

Accepté: 01 févr. 2024

DOI: https://doi.org/10.22367/jem.2024.46.01

Mots clés
HRM practices, justice perceptions, citizenship behavior, gender

© 2024 Artan Veseli et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial 4.0 International License.

The impact of HRM practices on OCB-I and OCB-O, with mediating roles of organizational justice perceptions: Moderating roles of gender

Publié en ligne: 09 févr. 2024

Pages: 1 - 24

Reçu: 21 déc. 2023

Accepté: 01 févr. 2024

DOI: https://doi.org/10.22367/jem.2024.46.01

Mots clésHRM practices, justice perceptions, citizenship behavior, gender

© 2024 Artan Veseli et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial 4.0 International License.

Mots clés
HRM practices, justice perceptions, citizenship behavior, gender