Abstract
Presence of justice in an organization plays a crucial role on employees' well-being and remarkable success of the organization itself. This fair environment may be an important factor in lower levels of stress, which is associated with balancing demands between work and family domains among employees at university. The main purpose of this study is to investigate the relationship between distributive, procedural, and interactional dimensions of organizational justice and job stress, between work-family conflict and job stress, and whether the perception of organizational justice elements do influence work-family conflict. In sum, drawing upon 146 non-academic employees at 5 state universities in Iran, our result indicated that interactional justice had the strongest negative relationship with stress at work and work-family conflict. Moreover, the reciprocal correlation was found between job stress and work-family conflict. Hence, in order to decrease level of stress and to better manage the work and family lives, organizations need to promote justice in workplace.
Highlights
Todays, the increasing number of organizations and companies as well as increasing demands in workplaces has led to more work hours
The present study seeks to investigate the influences of organizational justice on job stress and work-family conflict
According to the findings reported for the main variables in (Table 1), the mean for work-family conflict is generally higher than organizational justice and job stress
Summary
The increasing number of organizations and companies as well as increasing demands in workplaces has led to more work hours. Organizational justice regards the personnel’s attitude to see if the organization has a fair behavior toward them [2]. Colquitt and Judge [3] stated that injustice in the fields of distribution, procedure, and interaction work as stressstimulant factors in workplace lead to job stress among personnel [4]. Organizational injustice as an important and predictive factor negatively effects people allocate to work, some researchers consider stress-stimulant factors as the main source of work-family conflict. Work-family conflict is considered as a well-being factor and the practitioner’s attitudes, e.g. as a job demand or stress-stimulant factor [6] and in other situations as a consequence of job stress and other work conditions [7]
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