The relationship between organizational justice and job satisfaction

Abstract

Purpose Focusing on the corporations in China and aiming to figure out the significant connection between organizational justice perception and job satisfaction from Chinese setting, this study aimed to examine the effects of organizational justice upon job satisfaction of the full-time and part-time employees in the state owned enterprise (SOEs) and primate Chinese companies. Design/methodology/approach The study adopted the questionnaire to investigate more than 300 employees, and the empirical data of this paper is based on statistical analysis, such as confirmatory factor analysis, correlational and regression analysis. Findings The paper arrives at the conclusion that in SOEs, the employees’ perception about procedural justice was higher than distributive justice. While in private enterprises, the procedural justice and interactive justice were tested to have similar coefficients. The relationship between organizational justice and job satisfaction differed between full-time employees and part-time employees. Practical implications This study opens a new window for understanding how organizational justice influences employees’ job satisfaction in Chinese context, taking a further step to explore the different impacts of organizational justice on job satisfaction among different types of employees. Originality/value This paper collected data from both SOE and private companies in China, increasing the external validity of the findings. Meanwhile, the authors observed consistent findings with the studies in Western Society, which increase the generalization of our findings as well. The findings highlight the value of integrating literatures on organizational justice and job satisfaction.

The Effect of Organizational Justice on Employees’ Affective Commitment

“…Although the relationship between organizational justice and work outcomes has been established in Western literature, this relationship has yet to be investigated in developing Eastern countries (Y. Hao, J. Hao, & Wang, 2016). In this respect, organizational justice needs to be further investigated in a non-Western context as a potential predictor for employees' job satisfaction levels and, in turn, as a clear antecedent of employees' affective organizational commitment.…”

Pengaruh Keadilan Organisasional Terhadap Komitmen Organisasional Dimediasi Kepuasan Kerja Di Pt. Jaya Kusuma Sarana Bali

“…Penelitian mengenai hubungan keadilan organisasional dan kepuasan kerja yang diteliti oleh Hao et al (2016) dan Indrayani dan Suwandana (2016) menunjukkan bahwa keadilan organisasional memiliki pengaruh yang positif dan signifikan terhadap kepuasan kerja. Hal ini menggambarkan bahwa semakin tinggi keadilan yang dirasakan karyawan maka kepuasan yang dirasakan karyawan turut meningkat.…”

“…(2014),Totawar dan Nambudiri (2014),Naeem et al (2014),Hao et al (2016),Kristanto dkk. (2014), dan Indrayani dan Suwandana (2016) yang menemukan keadilan organisasional berpengaruh positif dan signifikan terhadap kepuasan kerja.Hasil memperlihatkan bahwa kepuasan kerja berpengaruh positif dan signifikan terhadap komitmen organisasional, hal ini sejalan dengan hipotesis tiga (H3) yang menyatakan kepuasan kerja berpengaruh positif dan signifikan terhadap komitmen organisasional.…”

Perhubungan di antara Komunikasi tentang Ganjaran Berasaskan Prestasi, Keadilan Interaksi dan Komitmen Organisasi

“…Amalan komunikasi yang baik adalah mementingkan sikap saling hormat-menghormati, saling mempengaruhi antara satu sama lain, peka kepada sensitiviti pekerja dan jujur dalam menyampaikan maklumat tentang sistem ganjaran berupaya membangkitkan perasaan keadilan interaksi dalam diri pekerja (Lau 2014;Lira, Silva & Viseu 2016 Perhubungan antara keadilan interaksi dengan komitmen organisasi mendapat sokongan daripada saranan yang diketengahkan oleh Teori Kesaksamaan (Adam 1963), iaitu layanan yang adil dalam pembahagian dan pertukaran input (seperti usaha) dan output (seperti ganjaran) berupaya meningkatkan komitmen pekerja (Saadati et al 2016;Suifan et al 2017). Idea yang diutarakan oleh teori ini telah mendapat sokongan yang kuat daripada kajian literatur tentang SGBP (Hao, Hao & Wang 2016).…”