Effect of Organizational Justice on Employee Engagement in the Hospitality Industry

Abstract

This study was designed to asses’ organizational justice and employee engagement in the hospitality industry in North Rift region, Kenya. With a sample size of 234 respondents, an explanatory research design was used with a target population of 580 employees from star-rated hotels in the North Rift region. Questionnaires and interviews were used to gather information. SPSS version 25.0 was used to analyze the data using descriptive and inferential statistics. From the findings employee engagement and organizational justice have a strong significant relationship. Employee engagement was explained by organizational justice at 71.8%. The study's findings support the necessity to improve organizational justice in order to increase employee engagement. The findings of this study can assist the government (both national and county levels), as well as important stakeholders in the hotel industry, in identifying the need for developing organizational justice policies and practices to realize employee engagement.

The Role of Lecturer Engagement Antecedents on Job Satisfaction

“…In the human resource management context, one of the predictors that contribute to employee engagement in an organization besides servant leadership is organizational justice. Several studies conducted by Agustini Srimulyani & Budi Hermanto, 2022;Srimulyani, 2022;Onyango et al, 2022) have confirmed that organizational justice influences employee engagement. Referring to the propositions stated above, the authors propose the following hypothesis: There is an influence of organizational justice on lecturer engagement.…”

Lead Time Management Practice and Supply Chain Leverage of Sugar Manufacturing Firms in Kenya

“…In the recent past, sugar manufacturing firms in Kenya have suffered massive losses while some have struggled to stay afloat. Others have completely met their untimely death by collapsing (Onyango, Wanjare & Egessa 2022). Among the issues cited in the previous sugar sector reports and studies by KSB through AFA; are corporate leadership issues and little or no concern for managing supplies from farmers (Jabuya, 2018;KNBS, 2019).…”

الظلم التوزيعي والارتباط الوظيفي في وكالات السفر والفنادق: الدور المعدل للثقة في القيادة

“…Hence, fostering a work environment that promotes engagement is essential for organizational effectiveness (Tsaur et al, 2019). One of the concepts that influence job engagement is employees' perception of organizational justice (Onyango et al, 2022).…”

“…This sense of organizational justice, which is cultivated through effective management practices, directly impacts employee morale and engagement (Mostafa et al, 2020;Yu et al, 2020;Viseu et al, 2023). Therefore, the hospitality and tourism industry should develop strategies to enhance distributive justice to maintain a motivated and engaged workforce (Onyango et al, 2022;Abd El Salam & Abdelmawgoud, 2023). Understanding the mechanisms through which perceived distributive injustice affects work engagement is crucial for developing effective interventions and improving employee well-being (Agina et al, 2023).…”

“…Several studies highlighted the relationship between distributive justice and job engagement in different contexts like banking (Pieters, 2018;Khan et al, 2019;Suhartatik et al, 2020), civil defense (Firdaus et al, 2019), education (Pieters, 2018;Fadhilaini et al, 2021;Jayus, 2021), hospitals (Suganda, 2021;Chen et al, 2022), airlines industry (Suifan et al, 2021), civil servants (Rahayu, 2021), and hospitality and tourism industry (Liu et al, 2022;Onyango et al, 2022;Abd El Salam & Abdelmawgoud, 2023). Although the tourism and hospitality industry provide a unique setting for exploring the relationship between distributive injustice and job engagement, there is no study that examined this relationship.…”