Organizational justice, job satisfaction and culture: A meta-analysis

Abstract

This is a meta-analysis addressing the effect of national culture on the relationship between organizational justice (procedural justice, interactional justice, and distributive justice) and job satisfaction. Specifically, the author examined the moderating effects of three cultural dimensions according to the GLOBE model including: power distance, assertiveness and uncertainty avoidance. Meta-analytic findings were summarized using data from 261 unique samples and 50 distinct countries and regions. Results showed that the relationships between procedural justice, interactional justice, and job satisfaction were stronger in countries that valued high power distance, assertiveness or uncertainty avoidance. In addition, power distance positively moderated the distributive – job satisfaction relationship. The findings suggest that distributive justice plays an important role among the three dimensions of organizational justice because it is barely affected by national culture. It is also suggested that pay should be considered as a highly prioritized issue within organizations. However, organizational justice may have a stronger association with job satisfaction for countries with high power distance, assertiveness, and uncertainty avoidance.