In the present global scenario, every organization is operating
in a dynamic environment. Therefore, it is important for
every manager to understand how to handle organizational
resistance. This paper attempts to understand the manipulative
use of procedural fairness belief to overcome organizational
resistance. This study was conducted on 180 private bank
employees across Hyderabad. The participants were randomly
assigned into a 2 (authority's group membership: ingroup/outgroup)
x 3 (nature of voice: instrumental voice/voice denial/non-instrumental
voice) factorial design model. Procedural fairness is measured
with the help of four primary dependent variables: perceived
respect, perceived fairness, perceived control over the
situations, and inclination towards agitation. The ANOVA
results confirm that employees perceive more respect, more
fairness in procedure, and more control over the situation
if the voice is provided by the in-group authority, compared
to that by out-group authority. The findings also indicate
that inclination towards agitation is less when the voice
is provided by in-group authority. The findings are expected
to help managers handle organizational changes and overcome
organizational resistance in an efficient manner.
At present, more and more organizations are operating in
a dynamic and changing environment. This, in turn, compels
other organizations to adapt to a new environment. `Change
for survival' is the inner belief among today's managers.
To create certain changes in the organization, managers
are always on the lookout for planned changes that are intentional
and goal-oriented. It is very well-documented in literature
that organizational changes are always associated with organizational
resistance. There are many forces in an organization which
act as resistance. To overcome this organizational resistance,
social scientists from different disciplines, especially
psychologists, have taken major efforts. In this study,
a new thought is introduced to overcome this organizational
resistance. The aim of the study is to understand the use
of procedural fairness by giving or withholding the voice
of the employees and its effect on their perception about
the organization.
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