Impact of Organizational Justice on Organizational Citizenship Behavior: empirical evidence from Higher Educational Institutions

Abstract

Organizational justice appears to be a key component that leads to attaining organizational goals and, as a result, increases organizational performance. Employees who feel fairness in today’s highly competitive workplace are more inclined to contribute more to their organization. Employees who feel their organization performs fairly are more likely to display citizenship behavior. The current study sought to ascertain the level of faculty members’ justice perception and extra-role behavior in higher education institutions. To investigate the impact of organizational justice on organizational citizenship behavior among faculty members of higher educational institutions, various research questions are developed: first, how much influence does faculty members’ Organizational Justice (OJ) have on their Organizational Citizenship Behavior (OCB) towards the institution? Second are there any important connections between the OJ and OCB constructs? Statistical Package for the Social Sciences (SPSS) was used in the study. Cronbach’s alpha, descriptive analysis and multiple regression analysis were applied in the study. According to the findings, OJ has a significant influence on the dimensions of OCB. It represents that the employees should exhibit selflessness and always thinks for the welfare of others, act in positive ways, never complain, and participate in the organization's political process.

Enhancing organizational citizenship behavior in a non-western context of the UAE: the role of organizational justice, leadership and psychological empowerment

“…While some research suggested that OJ is positively related to OCB (Chan and Lai, 2017;Das and Mohanty, 2023;Jnaneswar and Ranjit, 2022;Rahman and Karim, 2022;Singh and Singh, 2019), other studies (Jehanzeb and Mohanty, 2020;Obedgiu et al, 2020) have found that the relationship between the two constructs is insignificant, similar to the current study. One possible explanation for this inconsistency is that the relationship between OJ and OCB may be complex and depend on a specific dimension of OJ.…”

“…Consequently, several scholars suggested treating employees fairly to promote the employees' positive behavior including demonstrating OCB (Singh and Singh, 2019). Throughout the literature, different studies (Chan and Lai, 2017;Das and Mohanty, 2023;Jnaneswar and Ranjit, 2022;Rahman and Karim, 2022;Singh and Singh, 2019) proved that OJ has a significant and positive relationship with OCB. Hence, the proposed hypothesis testing the relationship between OJ and OCB and their dimensions will be as follows:…”

“…Many studies have provided evidence supporting the direct relationship between OJ and different positive behaviors, such as PE (Durrani et al, 2017;Kim and Beehr, 2020;Singh and Singh, 2019), OCB (Chan and Lai, 2017;Das and Mohanty, 2023;Jnaneswar and Ranjit, 2022;Rahman and Karim, 2022;Singh and Singh, 2019) and LMX (Ionescu and Iliescu, 2021;Kieu, 2023;Shan et al, 2015). Drawing attention to OJ helps in promoting PE because employees perceive a sense of competence, self-determination, meaningfulness and impact, which are the four dimensions of PE (Singh and Singh, 2019).…”