The influence of justice perception on organisation citizenship behaviour and job satisfaction

Abstract

This study investigates the influence of organisational justice—comprising procedural, distributive, and interactional justice—on job satisfaction and employee behaviour. We examine how employees perceive fairness in procedural processes, the distribution of rewards, and interpersonal interactions, and how these perceptions shape their job satisfaction and behaviour at work. Procedural justice concerns the fairness of procedures used in decision-making processes, distributive justice relates to the fairness of outcomes or rewards, and interactional justice focuses on the fairness of interpersonal treatment. We explore how each aspect of organisational justice affects employees' perceptions and behaviours in the workplace. Job satisfaction is a crucial outcome of organisational justice. We analyse factors contributing to job satisfaction, including opportunities for growth, recognition, fair compensation, and conducive working conditions, and their relationship with organisational justice perceptions. Supervisors play a significant role in fostering organisational justice through their interactions with employees. We investigate how fair treatment by supervisors’ influences employee commitment and loyalty, crucial for organisational success. Ethical considerations guide our research practices, ensuring participant confidentiality and informed consent. Using a quantitative approach, we survey 600 employees, employing a sampling method that represents diverse demographics. Data collected include biographical information and perceptions of organisational justice, job satisfaction, and behaviour. Surveys are administered online, adhering to ethical guidelines, with reliability and validity assessed using Cronbach's alpha coefficients. Our findings highlight the positive relationship between organisational justice perceptions, job satisfaction, and employee behaviour, underscoring the importance of fairness in the workplace. The limitations of this study are presented together with recommendations for future research. Based on the findings of this study, we recommend organisations prioritize fairness and transparency in their policies to enhance employee engagement and satisfaction. By fostering a fair and just work environment, organisations can improve performance and employee well-being.