Organizational justice and its impact on job satisfaction: Evidence from transportation industry

Abstract

Organizational justice (OJ) has a significant impact on employees' job satisfaction which means the importance of caring and using it in any organization. OJ shows the importance of showing clear interest regarding the procedures related to work such as clearing the rights and duties for employees, providing the employees with opportunities to complain about the decisions, representations of information related to work, decisions and alternatives. Numerous studies are available on this, but Jordan scenario is different due to Arab economic and political conditions. Middle East is recognized due to richness of oil and transportation of oil to other parts of the world. Therefore, the performance of employees directly affects the whole world if the oil industry under performs. The proposed study of this paper is a quantitative survey that empirically verifies whether organizational justice has significant influence on job satisfaction. Data are collected from employees of logistic sector of Jordan city and they are analyzed by multiple regressions through SPSS. The results indicate that organizational justice has a significant impact on employees' job satisfaction. The distributive justice has no impact on job satisfaction which means that there is no effect of delegating authorities and sharing them with employees and no impact of distributing equal opportunities and work schedules on job satisfaction. The procedural justice had an impact on job satisfaction, which means the importance of showing clear interest regarding the procedures related to work. The effect of interactional justice on job satisfaction is found to be relatively high. The study recommends the managers to encourage working by team sole and build good relationships with all the workers, helping the employees to evaluate themselves and seeking to solve the disputes and conflicts fairly.

Workplace deviant behavior among employees of Islamic-based universities in Lampung: the moderating role of Islamic workplace spirituality

“…These findings corroborate Masterson et al's (2000) research, which established that procedural justice is a stronger predictor of job satisfaction than interactional justice, although both have a significant effect. On the other hand, both studies (Al-Douri, 2020;Gori et al, 2020) demonstrate that employee job satisfaction is positively related to perceptions of the three dimensions of organizational justice. Job satisfaction will increase as a result of effective organizational justice management.…”

Predictors Affecting Millennial Generation Work Satisfaction in Pematangsiantar City: a Quantitative Approach

“…Organizational justice appears in various work environment processes, including organizational activities and programs. Therefore, organizational justice can be defined as employees' perceptions of fairness regarding various organizational practices and activities (Al-Douri, 2020). If employees feel good organizational justice, this will spur employees to work following the procedures established by the company so that it has implications for whether or not the job is satisfying and vice versa (Al-Zu'bi, 2010).…”

Reviewing the Human Capital Performance Stimulants of Private Employees in Indonesia: The Role of Job Satisfaction as a Mediator with a Quantitative Approach

“…The manifestation of organizational justice is defined as examining fairness within organizational parameters and emerges through work in social psychology that focuses on insights into the fairness aspects of social interactions (Al-Douri, 2020). Every organization, in general, will try to formulate a vision and achieve the right mission to present organizational goals by considering the elements of organizational justice as one of the supporting factors (Clay-Warner et al, 2005).…”

“…Responding to the challenges of globalization and the changes that occur today, extensive efforts are needed from the company to its human resources to work professionally and handle several other organizational operations (Sawitri et al, 2018). Organizations that work on the right strategies, policies, and tactics find it easier to achieve their goals (Al-Douri, 2020). Good performance must be oriented to the work produced by a team member to achieve something expected (Manzoor et al, 2011).…”