CONSEQUENCES OF PERCEIVED ORGANIZATIONAL JUSTICE: AN EMPIRICAL STUDY OF WHITE-COLLAR EMPLOYEES
Keywords:
Organizational justice, Distributive Justice, Procedural Justice, Interactional Justice, Pay satisfaction, Job satisfaction, Organizational commitment, Turnover IntentionAbstract
Employees’ perception of fairness and organizational justice on pay practices are important antecedents of pay satisfaction, job satisfaction, commitment and turnover intention. Previous research shows the importance of different dimensions of organizational justice and its relationship with pay satisfaction, job satisfaction, commitment and turnover intention. The present empirical study is focused on perception on fairness of pay system as a whole in terms of distributive justice, procedural justice and interactional justice and its impact on various outcomes (pay satisfaction, job satisfaction, commitment and turnover intention). For studying the relationship we have collected data from 70 white collar employees. The result shows that interactional justice is a stronger predictor of turnover intention as well as job satisfaction than procedural and distributive justice. The results also illustrated distributive justice is a stronger determinant of pay satisfaction as well as organizational commitment than interactional justice. In the regression analysis we found the relationship between procedural justice and outcomes are not significant.
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