Including employees and stakeholders in the budgeting process enhances decision-making, encourages trust, and increases the probability of goal attainment. The present study investigates the simultaneous impact of motivational and cognitive variables of budget participation on managerial performance (MP). Based on goal-setting theory and the literature review, budget goal clarity and commitment have been determined as mediators in linking participation's motivational and cognitive effects on performance, with leadership style as a moderator variable in such interactions. Besides this, it also examined the significance and strength of the associations between budget participation, goal clarity and commitment, and managerial performance by using both PLS-SEM and ANN approaches. Questionnaires were used to obtain primary data from 373 Iraqi Higher education institution (HEIs) managers, with a response rate of 58.37 %. Statistical analysis was performed with PL S-SEM using SmartPLS 4.0, while SPSS was used to implement ANN. The results revealed that budget participation improves managerial performance by promoting goal clarity and commitment. Participative leadership amplifies the positive associations between budget participation and clarity and commitment. This study adds vision to the mediating roles of budget goal clarity and commitment and the moderating role of participative leadership, especially in developing countries such as Iraq. It also contributes to adding insights into the management accounting literature regarding a more complex process explaining the performance of employees generated by their participation in the budgeting process. 

Enhancing Managerial Performance through Budget Participation: Insights from a Two-Stage A PLS-SEM and Artificial Neural Network Approach (ANN)

Building viable teams provides a sustainable organizational culture and supports efforts to overcome challenges and maintain a long-lasting and growing business. This study analyzed the role of organizational distributive justice on the relationship between team-building interventions and team viability, alongside team performance. As we understand the underlying concepts of viability and performance better, we can build more resilient teams. An empirical study was conducted on a sample of 402 employees in different teams in organizations. A research model was built with viability and performance as the dependent variables and team-building as the independent variable. The perception of distributive justice was the mediator. Team-building was measured by four variables, where the results of the factor analysis suggested that problem-solving and interpersonal relationships converged into one variable, whereas goal-setting and role clarification represented the second factor of team-building. Regression and mediation analysis showed that problem-solving and interpersonal relationships had a stronger influence on teams’ viability and performance. More remarkably, distributive justice mediated this strong relationship. Throughout the challenging business environment, improving the problem-solving abilities of our teams and encouraging them to build strong interpersonal relationships integrated with a perception of justice would improve the teams’ sustainability significantly. Independent of the strength of the relationship between the team-building factors of viability and performance, organizational distributive justice fosters performance and sustainability. The observed influence of distributive justice was stronger on the goal-setting and role clarification components, whereas direct effects were relatively weaker. The high correlation between team viability and performance should encourage leaders to give equal importance to these concepts when building and motivating their teams, measuring the outcomes, and taking necessary actions. 

Justice Fosters the Effect of Team-Building Interventions on Viability and Performance

In this study, ten questions measuring distributive justice on classical Likert and neutrosophic Likert scales consisting of two subdimensions—distributive and procedural justice—were used. Participants responded to the same questions for both the classical Likert and neutrosophic Likert scales within a single survey, with the neutrosophic method applied, for the first time, to the questions included in the scale. The neutrosophic scale responses were answered in percentages to resemble natural language, and the answers received for each question were reduced to the range [−1, 1] to grade the agreement approach through a score function used in neutrosophic decision-making theory. In this study, the neutrosophic scale, a scaling method with strong theoretical foundations, was compared with the traditional Likert scale. The results of the statistical analyses (exploratory factor analysis, reliability analysis, neural network analysis, correlation analysis, paired samples t-test, and one-way and two-way ANOVAs) and evaluations of the scales were compared to measure organizational justice within a single study. In this article, the symmetric and non-symmetric properties of statistical analysis that are specific to this paper in addition to general symmetric and non-symmetry properties are discussed. These symmetric and non-symmetric features are conceptualized according to the features on which each statistical analysis focuses. Finally, although this study presents a new area of research in the social sciences, we believe that the neutrosophic Likert scale and survey approach will contribute to collecting detailed and sensitive information on many topics, such as economics, health, audience perceptions, advertising responses, and product, market, and service purchase research, through the use of score functions.

A Novel Neutrosophic Likert Scale Analysis of Perceptions of Organizational Distributive Justice via a Score Function: A Complete Statistical Study and Symmetry Evidence Using Real-Life Survey Data

The Effects of Leadership Styles and Conflict Behavior on Employees' Performance in Pakistan

Background: In agricultural supply chains, unequal bargaining power often leads to economic inequality, particularly for farmers. The fair profit distribution (FPD) approach offers a solution by optimizing supply chain flows (materials, information, and money) to promote economic equity among members. However, our literature review highlights a gap in applying the FPD approach to the facility location-allocation problem in supply chain network design (SCND), particularly in sugarcane-derived biofuel supply chains. Methods: Consequently, we propose a multi-period optimization model based on FPD to design a sugarcane biofuel supply chain. The methodology involves four steps: constructing a conceptual model, developing a mathematical model, designing a solution strategy, and generating insights. This model considers both investment (crop development, biorefinery construction) and operational phases over a long-term planning horizon, focusing on farm location and crop allocation. Results: By comparing the FPD model to a traditional centralized planning supply chain (CSC) approach, we examine the impact of the planning horizon, number of farms, and sugarcane prices paid by biorefineries on financial performance. While the FPD model results in lower overall system profits, it fosters a fairer economic scenario for farmers. Conclusions: This study contributes to economic justice in supply chains and offers insights to promote fair trade among stakeholders. 

Economic Justice in the Design of a Sugarcane-Derived Biofuel Supply Chain: A Fair Profit Distribution Approach

Although the relationships between managerial practices and work-related outcomes are contingent on leadership behaviors, little scholarly attention has been paid to how leadership styles shape the impact of distributive justice and goal clarity on employees’ organizational citizenship behavior (OCB) in the field of organizational behavior and management. In this context, this study examines the direct effects of distributive justice and goal clarity on OCB based on two motivation theories, equity theory and goal-setting theory, as well as the moderating role of transactional and transformational leadership in the relationships based on social exchange theory. Using survey data from a sample of 4133 public employees drawn from Korean central and local governments and ordinary least square regression models, we found that distributive justice is negatively related to OCB, whereas goal clarity is positively related to OCB. Further analysis shows that while transactional leadership weakens the negative relationship between distributive justice and OCB, transformational leadership strengthens the positive relationship between goal clarity and OCB. Consequently, our study provides meaningful implications for public managers and organizations that should be considered in order to implement effective managerial practices based on the fitness between employee motivation processes and leadership styles to encourage employees to exhibit OCB. This will enhance organizational performance and sustainability.

/pdf/distributive-justice-goal-clarity-and-organizational-1ujd5frh.pdf

Distributive Justice, Goal Clarity, and Organizational Citizenship Behavior: The Moderating Role of Transactional and Transformational Leadership

Although the relationships between fair treatment by the organization and work-related outcomes are contingent on motivational traits, little scholarly attention has been paid to how extrinsic and intrinsic work motivation shape the influence of organizational justice on employee voluntary absence in the field of public management. In this context, our study aims to explore the direct effect of organizational justice on voluntary absence based on social exchange theory, as well as the moderating roles of extrinsic and intrinsic work motivation in the relationship, building on the equity sensitivity theory. Using National Administrative Studies Project–III (NASP III) survey data from a sample of 709 public employees from two state governments (i.e., Georgia and Illinois) in the U.S. and negative binomial regression models, we found that organizational justice is positively associated with employee voluntary absence. Further analysis showed that while extrinsic work motivation mitigates the positive relationship between organizational justice and voluntary absence, intrinsic work motivation enhances the positive relationship between organizational justice and voluntary absence. Accordingly, our study offers meaningful implications that are essential for public management scholars and organizations to consider in order to develop effective managerial practices based on the fitness between organizational justice and employees’ motivational traits, thus reducing employee voluntary absence and improving organizational performance and sustainability.

/pdf/organizational-justice-and-employee-voluntary-absenteeism-in-2k5ou4a5.pdf

Organizational Justice and Employee Voluntary Absenteeism in Public Sector Organizations: Disentangling the Moderating Roles of Work Motivation

This paper analyzes the changes in the central government apparatuses between 1992 and 2002. According to the hollowed out state and small government theses, the overall size of the government should have decreased because the Kim Young Sam and Kim Dae Jung government pushed administrative reforms to reduce the size. However, the result shows that the size of the government did not decrease and the proportion of the government budget in the GDP increased on the contrary. These counter-conventional wisdom phenomena would be explained by Jessop's state theory, which is based upon the regulation theory. Jessop argues that the government is the core regulatory mechanism in capitalist society and that governmental characteristics concomitantly change from the KNWS to SWPR as the capitalism changes from Fordist mode to Post-Fordist mode. From this theoretical perspective, the increase/decrease of the government apparatuses depends on the role that each apparatus play in the capitalist society.

A Study on the Changes in the Central Government Apparatuses

이 연구는 경기도 지역 소방공무원들의 행복감을 제고하려는 목적에서 수행되었다. 소방공무원들은 타 직렬 공무원들에 비해 근무여건이 열악하다. 그리고 특히 경기도 지역 소방공무원들은 지역 특성상 더 힘든 상황에서 근무하고 있다. 행복감은 2000년대 중반부터 우리나라에서 관심을 받고 있는데, 경제성장의 둔화 및 소득수준 향상으로 인한 만족도 증가가 한계에 달했기 때문이다. 통상 행복감은 주관적 안녕감(즐거움), 심리적 안녕감(자기발전감), 전반적 삶 만족도 3가지로 구분되어 논의된다. 본 연구는 행복감에 영향을 미치는 다양한 변수들 중에 조직후원인식 변수에 초점을 맞추었다. 경기도 산하 35개 소방서와 북부재난본부에 근무하는 소방관들을 대상으로 실시한 설문조사에서 확보된 자료를 이용하여 분석하였다. 분석결과를 보면, 조직후원인식은 주관적 안녕감, 심리적 안녕감, 전반적 삶 만족도 모두에 직접적으로 유의미한 정(+)의 효과를 미치고, 조직몰입 변수에 매개되어서도 유의미한 정(+)의 효과를 미치고 있다. 분석결과에 근거하여, 휴식 공간 확보, 헬스장 설치, 심리관리 및 힐링 프로그램 강화, 소방병원 설립, 간부들과 부하들 간 소통 강화, 소방에 대한 홍보프로그램 강화, 인사 평가 및 승진 공정성 강화, 교육훈련 및 자격증 취득 지원, 자기성찰 기회 부여, 소방 고객 성공사례 공유 등을 행복감을 제고하기 위한 관리처방으로 제안하였다. 

Impact of perceived organizational support on organizational commitment and happiness

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Distributive Justice, Goal Clarity, and Organizational Citizenship Behavior: The Moderating Role of Transactional and Transformational Leadership

Organizational Justice and Employee Voluntary Absenteeism in Public Sector Organizations: Disentangling the Moderating Roles of Work Motivation

A Study on the Changes in the Central Government Apparatuses

Impact of perceived organizational support on organizational commitment and happiness