organisational justice essay

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Analytical Essay on Organisational Justice

ORG20003 Organisational Behaviour Semester 2, 2015 (August - December)

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Amfiteatru Economic (Economic Interferences), Vol. 20(47): 169–184. (ISI Web of Science – Social Sciences Citation Index® & Journal Citation Reports/Social Sciences Edition) (Impact factor 1.238), 2018

The paper investigates the intervening influence of interactional justice between procedural justice and job performance (task, contextual and adaptive performance) of the faculty members of Karachi (Pakistan) and Dhaka (Bangladesh) based government colleges by using Structural Equation Modelling (SEM). Data, for this study, has been collected through pre-designed close-ended questionnaire. The intervening variable fully mediated the relationship between procedural justice and job performance. The result of this study indicates that the performance of government college faculty members can be improved by ensuring fair procedures and dignified treatment of faculty members in the working environment. It can be concluded that teachers can accommodate harsh procedures, subject to courteously and fairly communicated. Significance of this study is that it has investigated the least researched areas in Pakistan and Bangladesh. Its findings can be helpful to the government and college administration while making and implementing policies for college education development in both countries.

A survey was conducted to examine the relationship between organisational citizenship behaviour (OCB), organisational justice (OJ) and job behaviours (job satisfaction and organisational commitment). The sample consisted of 185 managers working in the banking sector from Haryana, Delhi and National Capital NCR regions. Besides, standardised questionnaires were taken as base and the statements were modified as per the requirement of the research. Correlation and multiple regression analyses were applied to test the eight hypotheses of the study. Results showed that the employees do form a perception of OJ and that perception influences the OCB and job behaviour at the workplace. Partial relationships are found between dimensions of OCB and perception of OJ; OJ and job behaviours; and OCB and job satisfaction. The theoretical and operational implications of the results are discussed in the paper. The study is limited to the perception and job behaviours of Indian banking employees. The paper examines the above links for the first time in the Indian banking sector.

Although the associations between organizational justice and various work outcomes are well established in western literature, very few studies have examined the relationship of justice perceptions with work attitude and work behaviour in the Indian setting, especially in the aviation industry. This study explored the relationship and examined the influence of Organisational justice between organizational justice and job satisfaction among employees working in an airline company within the Indian setting. Organizational justice scale that was developed by Niehoff and Moorman (1993) and Fernand and Awamleh's Job satisfaction Scale , (2006), scalewere used to collect data. The target population of this study were employees from an airline company in Mumbai metropolitan city. The data was analysed using SPSS. The findings revealed a positive association between organizational justice and job satisfaction and further endorsed the fact that organizational justice can be an antecedent to job satisfaction. Further the results also suggestd that distributive and interactional justice were more positively related to job satisfaction as compared to procedural justice.The results lend support to the notion that one can predict job satisfaction by investigating perceptions of organizational justice.

Organizational justice refers to fairness and ethical behaviour within an organization. Organizational commitment is defined as the extent that an individual accepts, internalizes, and views his or her role based on organizational values and goals. In the present study an attempt was made to study the impact of organizational justice on organizational commitment. A convenience sample consisting of forty five supervisors working in textile industry participated in the study. Questionnaires were used for data collection. The collected data was analysed with mean, standard deviation, t-test, correlation and regression tests. Results indicated that sixty eight per cent of the variance in organisational commitment was explained by organisational justice.

The paper Examine the impact of organization justice on the job satisfaction of employees among academia of Higher Education Institution (HEIs), Sindh. The study observed the connection between organizational justice comprised by two major components including distributive justice and procedural justice and job satisfaction between academic staff. The investigation of study based on some selected public colleges and universities in khairpur. For the collection of data questioners distributed among responded, total 30 peoples were chosen as sample, from which 15 responded selected for open ended interviews and 15 for survey by using " Likert scale " based on " strongly agree " to " strongly disagree ". Data relate to ask the responded whether somewhat really fair or not .For this regard we use qualitative and quantitative study. With the help of QSR Nvivo 10 software we run the three main Queries include Text Search Query, Word Frequency Query and Matrix query. The findings also suggested that this was positive association between organizational justice dimensions (distributive justice and procedural justice) and job satisfaction but there is no any relationship between personal traits like gender like age, gender and nature of job with employee's job satisfaction. The paper limitation is only give information about Impact of Organization justice on employee's job satisfaction among Academic staff of HEIs of khairpur Sindh Pakistan. The further study can be taken through increasing the size of sample and target area.

Taking into consideration the limitations of recently published studies, the present study explores the diverse outcomes of HR practices (training being one of them). From a literature-based view, it was found that organisational training improves learning capability in employees if psychological association (the value held) persuades them not to leave the organisation. The relationship between training and organisational performance is explained by employees' performance as well as organisational learning. Findings from this study have practical implications for HR managers and training institutions, and theoretical implications for academics. The formation of intangible assets is a key source of sustainable competitive advantage even in environmental volatility.

The study explores job insecurity as a correlate of affective commitment among academic and non-academic staff of private universities. The study population consisted of all academic and non-academic staff of the university. In order to collect the study data, a questionnaire was designed. A correlation cross-sectional design was carried out using all staff both in the field and within various departments. A convenience sample was employed during the administration of questionnaire. The result indicates that there is a significant positive correlation between job insecurity and organizational affective commitment. The research finding conclude that staff who perceive their job as being secure are expected to exhibit high institutional affective commitment.

Organizational Citizenship Behaviors (OCBs) are those discretionary behaviors that employees are willing to exhibit without expecting any kind of reward in return. One of the most important challenges faced by the management has been evaluating employees' performance; this is because the key to accessing constant organizational enhancement is in the aptitude to frequently assess employees' performance. The purpose of this study is to examine the Impact of organization citizenship behavior (OCB) on employees' Job Satisfaction, Job Commitment and Turnover Intentions. The study uses past literatures and the combination of two frameworks from Islam et al. (2011) and Aslam (2012) framework as a model to evaluate employees' behavior in The Seduction Restaurant group Sdn Bhd. (OCB) factors include Altruism, Conscientiousness and Civic Virtue. This study was conducted in a private company in Malaysia, and for this purpose 100 employees of the Seduction Restaurant group Sdn Bhd were used as sample. A convenience sampling was used, questionnaires were used as primary data collection instrument, and the Statically Package for Social Sciences Program 20. (SPSS) was used to analyze the data. The result of the study showed that OCB dimensions are positively related to Job satisfaction and job commitment, and negatively related to turnover intentions. Therefore OCB dimensions have a great effect on Job satisfaction, Job commitment and Turnover intentions which were held accountable for employees' of dinning restaurants in Malaysia. This study provides procedures and insight that will help managers, to understand the benefit of OCB dimensions on employees' Job satisfaction, Job commitment and turnover intentions.

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