Effect of Organisational Justice on Workplace Commitment of Employees

Abstract

Organizational justice refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. It is one of the important determinants of employees' perception of organizational commitment. The study employed the concept of Meyer and Allen on organizational commitment, which describes employees' commitment to their organization, as its theoretical basis. It sought to determine the effect of organizational justice on workplace commitment. The study used a mixed methods design. It was conducted in Garissa University and targeted all the 253 employees, Stratified random sampling technique was used to select respondents. Employees were stratified into departments of work and as management or non- management staff. Simple random sampling technique was employed to select 50% of the workers since the population was relatively small. In effect, a total of 132 respondents participated in the study. Questionnaires were used to collect data from both categories of staff. The instrument was validated through discussing it with the supervisors and other experts, while instrument reliability was determined by split-half method. Quantitative data was analyzed through descriptive statistics and regression analysis. The study found that the organization studied exhibited distributive justice, interpersonal and informational justices to a very great extent. However, there were many instances in which procedural justice was not seen to be practiced. It also found that distributive justice was well applied in the organization, in which the workers were paid salaries commensurate with their work, the workload and rewards were also fairly awarded to the employees. However, procedural justice was found not to be up to date. In general, there was organizational justice, a factor that was found to contribute to employee commitment. The study concluded that the organization studied exhibited much of the various attributes of organizational justice, save for distributive justice that was not much evident. The study therefore recommends that organizations should strive to all aspects of organizational justice that are at play in order to ensure that employees become committed to their organization, a factor that greatly contributes to employee performance in his/her duties.