The Effects of Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) on Employee Engagement (EE) of Indian Employee in Information Technology
Navin Kumar Koodamara1, Babu Thomas2, Sashidhar R3

1Dr. Navin Kumar Koodamara, Associate Professor, Manipal Institute of Management, Manipal Academy of Higher Education MAHE, Manipal (Karnataka), India.
2Dr. Babu Thomas, Professor, M.A Psychology, Ph.D, Aloysius Institute of Management and Information Technology AIMIT, Mangalore (Karnataka), India.
3Dr. Sashidhar R, Research, Assistant Professor, Department of Studies & Business Administration, Tumkur University, Tumakur (Karnataka), India.
Manuscript received on 14 June 2019 | Revised Manuscript received on 10 July 2019 | Manuscript Published on 17 July 2019 | PP: 209-215 | Volume-8 Issue-1C2 May 2019 | Retrieval Number: A10350581C219/2019©BEIESP
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Abstract: The concern of the organization with employee’s perception of organizational support and justice affects the employee’s attitude and behavior within the work environment. The purpose of the empirical study is to rationally conclude about the impact of the POS and the POJ on employee engagement of the IT employees who are based in Bangalore, India. In support of the literature, the researcher developed a model by identifying constructs of POS, POJ and EE and identified different measuring criteria to measure these variables. The research employed a data of 429 respondents who are the employees of Indian IT firms. The relationship between the POS, POJ and EE were measured by using linear regression analysis. The perceptional difference among employees concerning the POS, POJ, and EE by their years of experience in the company was measured by using one way ANOVA. The results show that there is a positive relationship between POS & EE which means when the employees perceive that organizations support and care about the wellbeing of employees, they will be more engaged in their work. It was also found that there is a direct relationship among POJ and EE. The POJ has three sub-constructs such as distributive justice (DJ), procedural justice (PJ), and interactional justice (IJ). From the result, it was found that interactional justice has the more predictive power of employee engagement compared to the procedural justice and distributive justice. In the present study it can be concluded from the result that in the Indian IT firms, employees are more concerned about the procedure followed during the distribution of outcomes and communication method used in it to make them more engaged. It was also found that there is no perceptional difference among employees about POS, POJ & EE by their experience. The findings of the present study highlight the importance of fairness in the distribution of outcomes and concern for the wellbeing of the employees to enhance the engagement level of employees.
Keywords: Distributive Justice, Employee Engagement, Interactional Justice, Perceived Organizational Justice, Perceived Organizational Support, and Procedural Justice.
Scope of the Article: Information Retrieval