Assessment of Organizational Justice and Employee Performance in Selected Plastic Manufacturing Firms in Delta State, Nigeria

Abstract

The seeming injustice in the focused firms regarding employee reward and interaction amongst employees propelled the researcher to conduct this study, whose broad objective was to ascertain the nature of the relationship between Organizational Justice and Employee Performance in selected plastic firms in Delta State. The study was anchored on Social Exchange Theory (SET). The study population was 243, consisting of employees of the selected firms, and Taro Yamane's formula was used to determine the sample size of 151. Pearson's Product Moment Correlation Coefficient and Regression Analysis were employed to test the three hypotheses. The findings revealed that interactional justice had a significant positive (0.975) relationship with job satisfaction. Following this revelation, the study concluded that the performance of the employees will improve with improved fairness in the processes and procedures leading to reward. It recommended, among other things, that organisations embrace justice in all its ramifications when rewarding employees for their contributions to bring about committed employees.