Organizational Justice and Employee Well-being in India: Through a Psychological Lens

Abstract

This research paper reports the relationship of organizational justice, work engagement, and psychological capital of employees with their well-being. The predictive strength of organizational justice was tested for employee well-being. Along with this, the mediating effect of work engagement and the moderating effect of psychological capital of employees were tested on this relationship. Out of 479 participants who were asked to fill the organizational justice scale, Utrecht work engagement scale, psychological capital questionnaire, and mental health continuum, the data of 458 (269 males and 189 females) were retained after data screening. Regression analyses and structural equation modeling were conducted to test the relationship between the three predictor variables and one criterion variable. Results indicated that all three predictor variables predict well-being significantly. The relationship between organizational justice and employee well-being was completely mediated by work engagement and moderated by psychological capital of employees. The mediation effect of work engagement and the moderation effect of psychological capital on the relationship between organizational justice and employee well-being have not been explored previously. The possibility of self-reporting bias due to the self-report nature of questionnaires used is a major limitation of this study.