Direct and moderated effects of justice dimensionality on organizational outcomes
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Date
2012
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Publisher
University of Management and Technology
Abstract
No one can refuse or deny the importance of justice whether it is experienced in societies or
in organizational systems. The term Justice has been of great interest and discussed in
philosophy, theology and political science throughout the history but its ultimate goal is to
keep harmony and peace by maximizing of welfare across all interrelated individuals.
Researchers have argued that organizational justice always affect in stimulating or shaping
employees’ behaviors or attitudes towards organizations and their immediate supervisors.
This can either be positive or negative depending upon the experiences of the employees in
absence or presence of justice perceptions. The primary focus of the current study is to
investigate the direct relationship of justice dimensions with different employees’ behaviors
and attitudes at workplaces in the Pakistani context. This study has included one employees’
behavior and two attitudes (OCBI, job satisfaction, & affective commitment respectively) as
moderators based on their correlation with specific justice dimensions (distributive justice,
procedural justice, and interactional justice) as found in two recent Meta analytic studies
conducted in the area of organizational justice. Each moderator has strong correlation with
one specific justice dimension than other two dimensions. The second purpose of the study is
to find out how employees’ attitudes and behavior (job satisfaction, affective commitment
and OCBI) moderate the relationship between organizational justice dimensions and
workplace outcomes (performance and turnover intentions). Data was gathered from 350
employees of Telecom sector of Pakistan by administering self-reported questionnaires. Total
eight hypotheses were proposed in the current study. Five hypotheses were regarding
exploring main affects on the outcomes and three were regarding to explore the moderated
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effects of justice dimensions on outcomes. All hypotheses got empirical support from the
data except first hypothesis which got partial support. The findings showed that job
satisfaction, affective commitment and OCBI moderated the relationship between justice
dimensions and workplace outcomes. This study explored the importance of fairness
perceptions in understanding the development of employees’ behaviors and attitudes and
how these behaviors and attitudes affect employees’ job performance and turnover intentions
at workplace ultimately.
Description
Keywords
MS Thesis, Employees--Attitudes, Organizational Justice, Job satisfaction