Employee innovativeness, fairness and organizational support: An empirical assessment

Abstract

This study investigates the moderated relation between perceived fairness in organizations and employee innovativeness, in the service sector of Pakistan, a developing country in south-east Asia. Also assessing perceived organizational support, quantitative and cross-sectional survey data were collected from 548 randomly-selected service employees in Karachi, Pakistan. The study’s purpose was to examine the relation between perceived fairness and employee innovativeness, and also to evaluate whether perceived organizational support moderates this relation. Using the PROCESS macro to test for two-way interactions, the empirically assessed hypotheses show a distinct moderating role, played by perceived organizational support in the relation between fairness and innovativeness. These results are highly context specific, i.e., they pertain to south-east Asian developing countries, and also to organizations operating in the service sector only. Yet the study has significant implications for policymaking, and opens up several, potentially fruitful avenues for future research.

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