Organizational Justice : Impact On Job Satisfaction Among Employees And Their Organisational Citizenship Behaviour

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Organizational Justice is one of the very important components of understanding the behavior of an organization. It is a concept wherein an individual considers the organization he or she is working for is just or not. It is an individual’s perception of his or her employer being fair to him or her or not. The justice or the fairness can be in terms of workplace procedures, interactions or outcomes. The concept was introduced by Greenberg in 1987. Again, Organizational Justice is an individuals’ perception which means that it is based on what the employee thinks is good or bad for him or her rather than the
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The perceived fairness is followed by an effect on the attitude and behaviour of an employee towards its company and thus in order to be impartial a company cannot overlook the personal insight of an employee. The targeted outcome of organizational justice among employees is changes in Job Satisfaction, Organizational Commitment, Sabotage, Absenteeism, Turnover Intentions, Job Performance, Organizational Citizenship Behavior, Trust etc.
Types of Organizational justice: There are three types of organizational justice that an organization should adopt in order to have satisfied, loyal and productive employees:
Distributive justice
• Procedural justice
• Interactional justice
Distributive Justice: This is a type of justice which deals with the fairness in terms of distribution of outcomes. It is concerned with the different patterns of distributions of resources like pay, social approval, promotion, job security and career opportunities among the employees of a company.
Procedural Justice: It refers to the medium used to come to a particular outcome. It specifies the justification in the procedure of decision making.
Interactional Justice: It concerns with the interpersonal relationship shared by the employee and the employer. There is a light demarcation line between procedural and interactional justice. The later however deals with how outcomes are explained and communicated to the effectors. Based on this it is further classified
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