Impact of Organizational Justice on Employee Job Satisfaction: An Empirical Investigation

Abstract

The current study investigates the impact of the three facets of organizational justice on employee job satisfaction as perceived by the respondents in a particular pharmaceutical company in Bangladesh. A total of 76 executives working in the company provided their responses on the questionnaire used for data gathering. The collected data are coded using SPSS version 16. Descriptive statistics reveal the means of three variables of organizational justice and job satisfaction, which are close to 3.0. Reliability of measurement instrument is considered adequate, since all the Cronbach alpha values are found to be above the threshold point of 0.7. Multiple regression is applied to test the hypothesis of the study. The model explains about 75% of the variance in the employee job satisfaction and it is immune to multi-collinearity among the independent variables. The study findings demonstrate significant impact of distributive justice and interactional justice on job satisfaction at P<0.001 and P<0.01 respectively; conversely, procedural justice does not show any significant relationship with the job satisfaction. This research will facilitate the decision makers, particularly the HR managers to better understand the relationship between organizational justice and employee job satisfaction; accordingly, they can formulate suitable strategies that can lead to higher employee performance through job satisfaction by ensuring justice in the organization. Some suggestions for future works are also discussed in the paper.