Academic journal article International Review of Management and Business Research

Determinants of Organizational Justice and Its Impact on Job Satisfaction. A Pakistan Base Survey

Academic journal article International Review of Management and Business Research

Determinants of Organizational Justice and Its Impact on Job Satisfaction. A Pakistan Base Survey

Article excerpt

Introduction:

The term organizational justice is used in this study the degree to which employees perception about the overall organizational procedures, rules, and policies which are connected to their job should be fair while Job satisfaction means how employees has perception about their job positively or negatively (Mohyeldin & Tahire, 2007). Employees were more satisfied when they felt they were fairly rewarded fairly for the work they have made and these reward are according to their contributions for organization and in harmony with reward policies of organization (Al-Zubi, 2010).

Satisfaction has a significant role in the productivity of employees ultimately plays a crucial role in the progress of an organization. As now world is like a global village so employees can move not only within country but they can move to other countries as well. Due to high competition organizations are always in search of qualified employees and human resource is such type of asset which is most difficult to retain so organization should give concentration to those factors that can effect satisfaction of employees. In these factors organizational justice has key importance which explains how the individual perceives about the fairness of rewards he should get and what actually he receive from the organization (Fernandes & Awamleh, 2010). Highly satisfied employees perceived that their organization would takes care of their quality work so they exhibited OCB, s and were more loyal to the organization and tried to perform more productively (Fatt, Khi, & Heng, 2010).

Justice is one of the most important factor influencing satisfactions of the personal of an organization so that perceiving injustice will result in the personnel dissatisfaction which leave negative influence on their performance.

Although numerous studies have been conducted in the Western and Arabian context on justice (Procedural, distributive and interactional) and satisfaction but no study has tried to study this relationship in Pakistani context.

The purpose of this study is to find out the linkage, rout and impact of organizational justice job satisfaction in the Pakistani context. This research will facilitate the decision makers across the Pakistan to better understand the relationship between justice, job satisfaction and performance of employees which can enhance the productivity and performance of employees. This study could also be useful for human resource managers of Pakistan for formulation of HR practices which can ensure high performance trough job satisfaction by prevailing justice. Literature Review:

Organizational Justice:

Organizational justice is used to illustrate the function of fairness as it has direct effect on employee's performance, particularly organizational justice is deal with the situation when employees conclude about their treatment in their jobs and how this perception effect their work related performance (Moorman, 2009). The organizational justice (procedural, distributive, interactional) has significant impact on job satisfaction is a topic of extensively research in an organization (Viswesvaran & Ones, 2002).We find lot of literature about three types of organizational justice (distributive, procedural, and interactional justice).

Distributive Justice:

Distributive justice means the perception an individual have in an organization about fairness of rewards he receives from the organization. Rewards may be distributed on the basis of equity and their work performance and individual perceives it fair in comparison with his coworker (Alsalem & Alhaiani, 2007).

Distributive justice is the perceived fairness of rewards. It shows how employees perceive they fairly rewarded and rewards are according to their performance (Gilliland, S.W, 1994). A meta-analysis examined the linkage between distributive justice and job satisfaction and concludes that very high correlation is present between these two variables (Cole M. …

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