Impact of Organizational Justice on Employee Job Satisfaction: An Empirical Investigation

Abstract

The current study investigates the impact of the three facets of organizational justice on employee job satisfaction as perceived by the respondents in a particular pharmaceutical company in Bangladesh. A total of 76 executives working in the company provided their responses on the questionnaire used for data gathering. The collected data are coded using SPSS version 16. Descriptive statistics reveal the means of three variables of organizational justice and job satisfaction, which are close to 3.0. Reliability of measurement instrument is considered adequate, since all the Cronbach alpha values are found to be above the threshold point of 0.7. Multiple regression is applied to test the hypothesis of the study. The model explains about 75% of the variance in the employee job satisfaction and it is immune to multi-collinearity among the independent variables. The study findings demonstrate significant impact of distributive justice and interactional justice on job satisfaction at P<0.001 and P<0.01 respectively; conversely, procedural justice does not show any significant relationship with the job satisfaction. This research will facilitate the decision makers, particularly the HR managers to better understand the relationship between organizational justice and employee job satisfaction; accordingly, they can formulate suitable strategies that can lead to higher employee performance through job satisfaction by ensuring justice in the organization. Some suggestions for future works are also discussed in the paper.

Psychological Distress of Aguata Suburban Female Bankers, Anambra State, Nigeria: Interplay of Perceived Organizational Justice, Job-Related Tension, and Organizational Frustration

“…The implication was that organizational justice played no significant role in moderating organizational frustration among the female bankers. This finding was contrary to that of Rahman, Haque, Elahi and Miah (2015) that organizational justice enhanced satisfaction in the workplace. Finally, it was also the finding of the study that perceived organizational justice had negative correlation with job-related tension of the female bankers.…”

“…Finally, it was also the finding of the study that perceived organizational justice had negative correlation with job-related tension of the female bankers. By implication, organizational justice moderated (lessened) job-related tension of Aguata sub-urban female bankers, Anambra State, Nigeria, which related with the earlier finding of Rahman, Haque, Elahi and Miah (2015). May it be noted that the study was limited to only Aguata suburban female bankers, Anambra State, Eastern Nigeria (Biafra), in which the male counterparts were excluded, with participants being predominantly Christians and Igbo by tribe.…”

“…Study by Rahman, Haque, Elahi, and Miah (2015) examined the impact of the three facets of organizational justice on employee job satisfaction as perceived by the respondents in a particular pharmaceutical company in Bangladesh. A total of 76 executives working in the company provided their responses on the questionnaire used for data gathering.…”

Antecedents of Affective Commitment of Human Resource Management Practitioners Attending a Professional Body Convention

“…On the other hand, job satisfaction is defined as the feeling an employee has about his/her job and/or reality (Locke, 1976). Numerous researchers have discovered a positive relationship between distributive justice and job satisfaction (Ali & Saifullah, 2014;Altahayneh, Khasawneh & Abedalhafiz, 2014;Fatt, Khin & Heng, 2010;Hao, Hao & Wang, 2016;Heidari & Saeedi, 2012;Rahman, Haque, Elahi & Miah, 2015;Saadati, Saadati, Asghari, Bidgoli, Ghodsi & Bidgoli, 2016). Based on this reason, it is hypothesized as follows: Hypothesis (H) 1: A positive relationship exists between distributive justice and job satisfaction.…”

The Influence of Organizational Justice and Transformational Leadership Through Job Satisfaction on Organizational Commitment

“…Usually, job satisfaction is obtained based on the payment of employees' performance. It proved that job satisfaction got influence from the current employee's perception of organizational justice (Ajala, 2017;Mahboob, 2017;Afridi&Baloch, 2018;Kashif et al, 2016;Nojani et al, 2012;Dundar&Tabancali, 2012;Hao et al, 2010;McCain et al, 2010. Yet, there's still some earlier research which shows that organizational justice can't influence the job satisfaction (Rahman, et al, 2015;Lotfi& Pour, 2013;Zainalipour et al, 2010. Furthermore, job satisfaction also obtained from the role of a transformational leader who takes apart to always support and develop the employees as a reflection of transformational leadership. Earlier research proved that transformational leadership had influenced the employee's job satisfaction (Saleem, 2015;Braun et al, 2013;Munir et al, 2012).…”