Abstract
Every organization’s existence is aimed at designing their operations in the pursuit of making monetary benefits through vision and mission. Letting employees understand the vision and goal of the organization helps the employee to understand the ideas and milestones of the organizations. Work from home scenario across industries has brought in a new challenge to communication connectivity with the workforce. Organizations have to communicate not only their goals to the employees but also should gain the trust of their employees. Organizational justice is one of such factors which employees are keenly looking as the word of promise from employers. It articulates, how employer should conduct themselves with employees, so that they sense organization treated them properly. This study is aimed at identifying the employee’s perception about organizational justice and explored a relationship if any existing amid organizational fairness and organizational citizenship behavior (OCB). Researcher has adopted a descriptive analysis and this has study has used a well structure questionnaire consisting of three parts measuring: 1. Organizational Justice (OJ), 2. Organizational Citizenship Behavior (OCB) and 3. Demographic details. This study has used convenience-sampling technique for selection of samples from the population i.e., employees from Wipro in Bengaluru city. A detailed analysis using SPSS tool revealed a direct and positive significant association between OJ and OCB. Among the dimensions of OJ: Spatial justice, Interactional justice and Distributive justice had a positive substantial influence on OCB. Other two factors of OJ namely: Procedural, Temporal dimensions of OJ had no noteworthy impact on OCB.
Highlights
1.1 Introduction to organizational justice (OJ)Organizational Justice (OJ) refers to employee’s perception of justice and fair behaviors from employees
Distributive justice is the perception of the independence experienced by employees about consequences such as monetary payments attained by the employees from the organization
There is no significant difference among demographics about the opinion about the study variables: Organizational Justice and Organizational Citizenship Behavior among different categories of age, marital status, salary, total experience and experience in the current company had no significant differences in their perception
Summary
Organizational Justice (OJ) refers to employee’s perception of justice and fair behaviors from employees. Distributive justice is the perception of the independence experienced by employees about consequences such as monetary payments attained by the employees from the organization. Consequences of allocation decisions have a direct association with distributive justice. Procedural justice is the employees considerate of impartiality/fairness/equality in the decision-making process of the employers. Perceived satisfaction of employees towards the reasons/logic for the decisions taken by the organization contributes to procedural justice. It is the employees’ perception of fairness in rewards and punishment decisions and the rules and regulations deployed in the same
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