Leadership strategies and styles play a crucial role in fostering occupational justice within higher education institutions (HEIs), particularly in promoting fairness, inclusivity, and equitable workplace practices. In selected HEIs, leadership strategies were practiced at a very high level, with professional development, communication, and conflict management as the most emphasized domains, followed by employee engagement and decision-making. Administrators also demonstrated strong application of leadership styles, particularly transformational, transactional, and democratic/participative approaches, while laissez-faire leadership was less frequently practiced. Correspondingly, the level of occupational justice was perceived to be very high, especially in terms of interactional justice and recognition and inclusion, indicating a generally fair and supportive work environment. The goal of this study was to determine the level of leadership strategies, leadership styles, and occupational justice; examine the relationships among these variables; and assess the predictive power of leadership strategies and leadership styles on occupational justice in selected HEIs. The findings revealed significant and strong positive relationships between leadership strategies and leadership styles, as well as between leadership strategies and occupational justice. Moreover, leadership styles demonstrated strong to very strong correlations with occupational justice, particularly transactional and democratic/participative leadership. Regression analysis further showed that leadership strategies significantly predicted occupational justice, explaining 54.0% of its variance (R² = 0.540, p < .001). Meanwhile, leadership styles demonstrated greater predictive power, accounting for 80.8% of the variance (R² = 0.808, p < .001), indicating that leadership styles are stronger contributors to occupational justice. It was concluded that both leadership strategies and leadership styles significantly influence occupational justice, with leadership styles serving as the more dominant predictor. This study implies that strengthening transformational and participative leadership, alongside effective leadership strategies, can further enhance fairness, inclusivity, and equitable practices in HEIs. The proposed JUSTICE framework serves as a practical guide for administrators to continuously improve leadership effectiveness and promote a more equitable and inclusive academic environment.

Justice and L2 motivational network: An EBICglasso based analysis of English language learners' motivation, goal orientation, mindset, and justice in the classroom.

Purpose Drawing upon expectancy theory and social exchange theory, our study examines the dual mediating mechanisms that explain how the impact of individual pay for performance (PFP) on job performance manifests positively by enhancing work effort and negatively by damaging team member exchange (TMX). Furthermore, we investigate the moderating role of interactional justice in strengthening PFP's positive effect and weakening its negative effect. Design/methodology/approach To test our research model, we designed a quantitative field study. Our data were collected by surveying 197 employees across six companies. These participants represented a diverse range of job types, including administration, sales, research and development, and engineering departments. Findings Indirect relationship between individual PFP and job performance mediated by enhanced work effort was positive and statistically significant, while the indirect impact of individual PFP on job performance mediated by decreased TMX was positive but non-significant. Furthermore, interactional justice played a crucial moderating role: it amplified the positive effect of individual PFP on work effort and mitigated the negative effect on TMX. Moreover, the overall positive indirect impact of individual PFP on job performance (through work effort as well as TMX) was more pronounced when interactional justice was high. Originality/value Our research provides a more nuanced understanding of the individual PFP effect on job performance by considering its dual nature – both positive and negative aspects – with interactional justice serving as the key moderator.

Employee job satisfaction has become a key concern in modern organizations, especially within the rapidly evolving IT sector. Organizational justice, which reflects fairness in workplace practices, plays a vital role in influencing employee attitudes and performance. This study aims to examine the relationship between organizational justice and job satisfaction among employees, with reference to Tech Mahindra. A descriptive research design was adopted, and primary data were collected from 165 employees using a structured questionnaire. The study focuses on distributive, procedural, and interactional justice and their impact on employee satisfaction. Data analysis was carried out using statistical tools including the Kruskal–Wallis H test, Mann–Whitney U test, Spearman correlation, and Chi-square test. The results indicate a significant positive relationship between perceived fairness and job satisfaction, and it concludes that fair policies and transparent practices can enhance employee morale, improve productivity, and contribute to overall organizational effectiveness. Key Words: Employee Engagement, Job Satisfaction, Organizational Justice, Procedural Fairness, Workplace Behavior

Type of the article: Research ArticleAbstractOrganizational justice, a critical aspect of organizational behavior, significantly influences employees’ behavior, including job satisfaction and job performance. This study investigates the impact of organizational justice (specifically procedural, distributive, and interactional justice) on social loafing, with the moderating effect of organizational ethical culture on the relationship between organizational justice and social loafing. To achieve the study’s objectives, a quantitative research method utilizing a structured questionnaire was employed to test the proposed hypotheses. Of the 750 questionnaires distributed to employees of five-star hotels in Amman City, Jordan, 527 were returned, yielding a 70% response rate. As predicted, the results of the main hypothesis (β = 0.827, t = 26.21, p < 0.01) indicate that organizational justice has a statistically significant impact on reducing social loafing. The three dimensions of organizational justice also showed significant impact in reducing social loafing: procedural justice (β = 0.315, t = 4.371, p < 0.000), distributive justice (β = 0.321, t = 5.751, p < 0.000), and interactional justice (β = 0.268, t = 5.426, p < 0.000). Regarding the moderating effect, the hierarchical multiple regression analysis demonstrates that organizational ethical culture moderates the relationship between organizational justice and social loafing behavior. These results confirm that organizational justice is critical to enhancing employees’ self-efficacy; more specifically, procedural justice, which encompasses the processes and methods used in decision-making, conflict resolution, and resource allocation, is of paramount importance.

Organisational justice is a prolific field of research in management sciences and work psychology. This article provides a narrative and critical review of the literature on the theoretical and empirical contributions of this multidimensional construct. Drawing on a body of work selected through a transparent protocol (including seminal meta-analyses, empirical studies conducted across diverse geographical and sectoral contexts (Morocco, Japan, Hong Kong, Ghana, Tunisia, Turkey), and foundational integrative models), we examine the conceptual foundations of organisational justice, the explanatory mechanisms identified (social exchange theory, affective perspective, social identity), the main attitudinal and behavioural consequences documented, and contemporary extensions of the concept, particularly in the context of digital transformation. The cross-sectional analysis reveals consensus on the validity of the four-dimensional model and the significant effects of perceived justice on commitment, satisfaction, and turnover intention, whilst identifying recurring methodological limitations and persistent theoretical gaps. An integrative conceptual framework is proposed, articulating the antecedents, dimensions, mediating mechanisms, and consequences of organisational justice. Priority directions for future research are formulated. Keywords: organisational justice; distributive justice; procedural justice; interactional justice; social exchange; organisational commitment; well-being at work; literature review Received Date: February 22, 2026 Accepted Date: March 14, 2026 Published Date: April 02, 2026 Available Online at: https://www.ijsrisjournal.com/index.php/ojsfiles/article/view/637

ABSTRACT The rapid proliferation of courier delivery applications (apps) has transformed consumer–business interactions, yet few studies have examined the fairness of privacy policies in these apps. Based on justice theory, this study develops a content analysis framework by integrating the latent Dirichlet allocation, analytic hierarchy process, and Knuth-Morris-Pratt algorithm to examine the content and structure of justice (i.e. procedural, interactional, and distributive justice) of the privacy policies of 29 top Chinese courier apps. The results show that: (1) the overall fairness of privacy policies in the courier-app industry is relatively low with a mean score of 68.29% and wide variation from 38.85% to 87.62%; (2) a notable structural gap emerges between existing industry privacy policies and the justice framework, particularly with respect to distributive justice. While procedural justice and interactional justice are comparatively well covered, information accessibility and the protection of sensitive data under distribution justice remains insufficiently; (3) comparisons across app categories indicate that postal, e-commerce, and comprehensive service apps generally exhibit higher levels of fairness than urban on-demand delivery and express courier apps. This study provides methodology and policy references for courier companies to formulate fair privacy policies and the government to enhance app privacy supervision.

This study aims to examine the effects of organizational justice (distributive, procedural, and interactional) on affective organizational commitment in police organizations, and to empirically analyze the moderating role of ambidextrous leadership in these relationships. A survey was administered to 494 police officers from the Daegu Metropolitan Police Agency and its affiliated stations, and hypotheses were tested using hierarchical regression analysis. The findings are as follows. First, distributive justice consistently showed a significant positive(+) effect on affective organizational commitment across all models, whereas procedural justice was not statistically significant. Interactional justice demonstrated a significant effect prior to the introduction of the moderating variable, but its effect diminished after ambidextrous leadership was included in the model. Second, ambidextrous leadership exhibited a strong positive(+) main effect on affective organizational commitment. Third, the interaction term of interactional justice × ambidextrous leadership showed a significant negative(−) moderating effect (β = −.244, p < .01), confirming a conditional mechanism whereby higher levels of ambidextrous leadership lead to a reduction in the effect of interactional justice on affective organizational commitment. Johnson-Neyman analysis revealed that the effect of interactional justice became statistically non-significant when leadership values exceeded the critical threshold of 12.48. Based on these findings, the study presents policy implications, including the reinforcement of distributive justice in police personnel systems, the introduction of participatory decision-making structures, and the restructuring of leadership development programs for police officers centered on ambidextrous leadership competencies.

Objective: This study aimed to analyze the relationship between organizational (in)justice, retaliation, and task performance among faculty at Brazilian public higher education institutions. Method: This is a descriptive, survey-based study with a quantitative approach. Data were collected through a survey conducted with 125 faculty members from undergraduate business programs at Brazilian public higher education institutions. To analyze the relationships, the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique was used. Results: The results indicate a positive association between procedural (in)justice and the perception of retaliation, suggesting that faculty members perceive retaliatory actions in the face of unfair institutional procedures and policies. Moreover, interactional (in)justice was found to influence retaliatory judgments and attitudes, suggesting that unfair interpersonal treatment may lead to retaliatory judgments and behaviors. Although retaliatory behaviors may arise in response to perceived injustices, no influence of such behaviors on task performance was found. Contributions: The study provides insights that support management practices such as performance evaluation, mechanisms for controlling actions, communication, and relationships with faculty members. These practices may help reduce conflicts and foster a fairer and more productive environment in Brazilian public higher education, ultimately aiming to improve faculty task performance. Considering the scarcity of studies on this relationship, the research highlights the importance of understanding how retaliation manifests in the academic environment and how organizational (in)justice may contribute to its emergence.

General Background: Organizational justice has increasingly been recognized as a fundamental organizational value shaping employee attitudes and behavioral responses within modern institutions. Specific Background: In public sector organizations, job slack represents a persistent behavioral problem characterized by reduced effort, low motivation, and diminished engagement, often associated with perceptions of unfair treatment. Knowledge Gap: Despite extensive discussion of organizational justice, limited empirical studies integrate its distributive, procedural, and interactional dimensions in explaining job slack within educational administrative institutions. Aims: This study aims to measure and analyze the relationship and role of organizational justice dimensions in reducing job slack among employees of the General Directorate of Education in Nineveh Governorate. Results: Using a descriptive-analytical approach with questionnaire data from 75 employees and statistical analysis via SPSS, findings reveal high levels of perceived organizational justice and job slack awareness, alongside a significant correlation (0.615) between the variables. Organizational justice explains 52% of variance in job slack, with procedural justice showing the strongest contribution compared to distributive and interactional justice. Novelty: The study proposes an integrated analytical framework linking multiple organizational justice dimensions simultaneously to job slack mechanisms within a public education context. Implications: The findings support adopting fairness-based administrative policies, transparent procedures, and equitable resource distribution to reduce disengagement behaviors and strengthen organizational commitment, providing practical guidance for public sector management and organizational behavior research. Highlights:• Organizational Fairness Dimensions Show Strong Statistical Association With Reduced Disengagement Behaviors.• Procedural Mechanisms Demonstrate the Highest Contribution Among Examined Organizational Practices.• Integrated Analytical Modeling Explains Substantial Variance in Employee Reduced-Effort Patterns. Keywords: Organizational Justice, Job Slack, Procedural Justice, Distributive Justice, Interactional Justice

ABSTRACT Threats to wetlands affect food security and livelihoods and are especially important for low-income rural communities in developing countries which may have few alternative sources of food and employment. This research examined the roles of social capital when working for justice for wetland users affected by Rasi-Salai Dam in northeastern Thailand. Qualitative data derived from semi-structured interviews, observation, and focus groups identified that bonding, bridging and linking social capital contributed to achieving greater justice for a community impacted by dam development. Drawing on a unique conceptual framework integrating food security and wetlands, social capital theory and a social justice framework (SJF), the article expands on social capital theory by analysing its effectiveness for procedural, distributive and interactive justice. Insights and lessons learned are instructive about how social capital can influence policy change for others facing similar dilemmas.

Purpose This study investigates how dimensions of organizational justice (distributive, procedural and interactional) influence members’ commitment (affective and calculative) and, consequently, alliance performance in Brazilian agricultural cooperatives. Design/methodology/approach A quantitative approach was adopted, analyzing the perceptions of 240 managers from Brazilian agricultural cooperative alliances. Structural equation modeling (SEM) evaluated the relationships between organizational justice, commitment and alliance performance. Findings Results indicate that procedural and interactional justice significantly enhance alliance performance, primarily through increased affective commitment. Distributive justice exhibited a weaker influence on both commitment and alliance performance. Affective commitment strongly associates with alliance performance, whereas calculative commitment showed no significant effect. Research limitations/implications The cross-sectional design and focus on Brazilian cooperatives limit the generalizability of findings. Future studies should explore interactions between types of commitment and contextual factors, extend analysis to other sectors and regions and examine additional mediators and moderators. Originality/value This study addresses the underexplored context of Brazilian agricultural cooperatives, highlighting the critical role of procedural and interactional justice for alliance performance. It also underscores the mediating role of affective commitment in linking interactional justice to alliance performance.

How organizational justice shapes innovative work behavior: Work engagement as mediator and authentic leadership as moderator in China's ICT sector.

The main objective of this study was to examine the relationship between organizational justice and employee performance among administrative staff at Kabul University. This research is applied in nature and descriptive-correlational in terms of data collection methodology. The statistical population included all administrative staff of Kabul University, totaling 393 individuals. Using simple random sampling and Morgan’s table, a sample of 196 employees was selected. Standard questionnaires were employed to collect data, including Niehoff & Moorman’s (1993) Organizational Justice Questionnaire and Hersey & Goldsmith’s (1981) Employee Performance Questionnaire. The questionnaire's reliability was evaluated using Cronbach’s alpha, yielding a coefficient of 0.80. Several management experts assessed the content validity of both questionnaires. Results of Spearman’s correlation test indicated a positive and significant relationship between organizational justice and employees’ performance t (r = 0.618, p = 0.000). For the first hypothesis, the correlation coefficient of 0.327 and significance level of 0.000 indicated a positive relationship between distributive justice and employee performance. For the second hypothesis, the correlation coefficient of 0.335, with a significance level of 0.000, indicated a moderate positive relationship between procedural justice and employee performance. For the third hypothesis, the correlation coefficient of 0.850 and significance level of 0.000 indicated a strong positive relationship between interactional justice and employee performance. The findings suggest that when organizational justice is appropriately implemented, it increases employees’ job satisfaction and organizational commitment and enhances organizational effectiveness.

This study aims to examine communication barriers that emerged in hybrid education models, which have become widespread in higher education settings after pandemic, and to develop integrative solution designs to address these problems. The forced transformation imposed by the pandemic has made hybrid learning environments, where both face-to-face and online participation are maintained simultaneously, a permanent alternative. In this context, the importance of hybrid model stems from its potential to transcend spatial boundaries of education and implement principles of flexibility, accessibility, and diversity. Qualitative content analysis was employed in study, and a systematic solution framework was developed by interpreting datasets based on theoretical discussions in literature, empirical findings, and discourse analysis. Findings reveal that students in physical classrooms have higher communication effectiveness and visibility compared to those attending online classes, while online students experience interactional asymmetry and a lack of belonging. This suggests that hybrid model still presents serious structural problems in terms of principles of communicative equity. As a result, it was emphasized that technopedagogical, multi-channel and accessible communication systems should be developed in order to ensure interactional justice for both digital and physical student groups.

This study discusses the role of prayer in shaping character and daily ethics as one of the main pillars of Islamic teachings. Prayer is not merely a ritual act of worship but also serves as a means of spiritual and moral education and shapes the overall personality of Muslims. This study uses a literature review method by examining various sources such as books, journals, and scientific articles relevant to Google Scholar from 2020 to 2025, sourced from 20 Indonesian-language journals and 5 English-language journals. Based on this background, prayer plays an important role in instilling values of discipline, responsibility, sincerity, patience, and self-reflection, which contribute to the formation of an individual's character and integrity. In addition, prayer also serves as the foundation of social ethics by fostering honesty, justice, empathy, politeness, and solidarity in social interactions. There is also congregational prayer, which, when performed, can strengthen the values of togetherness, brotherhood, and social concern, which are the foundations of a harmonious social life. Research shows that consistent and solemn prayer practices can control desires, prevent immoral and evil deeds, and provide mental and spiritual balance for the practitioner. Thus, prayer is an important instrument in the moral and spiritual development of Muslims and is relevant in facing modern challenges such as stress and social ethical degradation.

This study focuses on the banking sector of the Eastern Zone of Afghanistan regarding the influence of organizational justice and employee commitment on the banking sector, especially the mediation role of soft skills. The author, through Social Exchange and Emotional Intelligence Theory, attempts to justify_ how the employee demonstrates justice and how the emotional and interpersonal skills responses are committed to the organization through the 느. Organizational justice is understood through the relations of distributive, procedural, interactional, and informational justice, and soft skills, in this study, are defined as communication, collaboration, and problem-solving. The author chose the quantitative, cross-sectional, and primary data collection research method. The author conducted the study using a structured questionnaire on a sample of 200 workers in the public and private banking sectors. The study achieved a 100 percent response rate, which enhances the findings' dependability. Then, the author used SPSS to analyze data and also used it to establish the indirect effect of organizational justice on employee commitment through soft skills. The impact of organizational justice and employee commitment. Soft skills do act as significant mediators as organizational practices regarded as fair enhance problem-solving and interpersonal skills that convert perceptions of fairness into affective, continuance, and normative commitment. Essentially, organizational justice cultivates employee commitment, but only when the employee possesses soft skills. This study is one of the few, if not the only, studies that have attempted to integrate emotional intelligence and organizational justice, especially in a banking context. Given the findings, it appears that banking institutions need to align policies promoting fairness in organizational practices with strategies aimed at enhancing employees’ soft skills, in order to bolster employee commitment and sustain the organization.

This study examines how implicature in the Indonesian television series Preman Pensiun communicates social justice and tolerance values, situating the analysis within broader discourses in Asian media. Drawing on pragmatic theory, particularly Grice’s implicature framework, the research explores how indirect meanings embedded in dialogue convey moral and cultural lessons beyond explicit speech. Data were collected from selected episodes through qualitative discourse analysis, focusing on conversational exchanges highlighting themes of justice, fairness, and tolerance in everyday interactions. The findings reveal that implicatures often emerge through the deliberate flouting of conversational maxims, especially those of relevance and manner, generating hidden moral messages that resonate with audiences. These implicit lessons demonstrate how entertainment media do more than entertain; they actively shape public attitudes and cultural understandings of justice, tolerance, and community life. The representation of masculinity and solidarity in Preman Pensiun reflects local cultural values, particularly regarding authority, cooperation, and morality within Indonesian society. By situating the analysis within discourse studies, this research contributes to scholarship on Asian media by illustrating how popular culture embeds moral discourse within casual communication. At the same time, the study acknowledges its limitations, as the analysis remains largely descriptive. Stronger integration with critical discourse analysis would provide deeper insight into power, ideology, and representation issues, especially regarding gender roles and authority. Future research should expand the dataset, compare similar narrative strategies across Asian television, and explore intersections between local discourse, globalization, religion, and social change.

Purpose This study tests the implicit theory that men are more courageous than women within the Turkish cultural context and investigates how gender moderates the antecedents and consequences of workplace social courage (WSC). Design/methodology/approach We conducted two cross-sectional studies with gender as a grouping variable in multigroup structural equation models. Study 1, with 268 participants from the finance sector, examined the relationship between organizational justice (distributive, procedural and interactional) and WSC. Study 2, with 383 participants from the healthcare sector, investigated the relationships between WSC, defensive silence and job performance. Findings Across both studies, results did not confirm the implicit theory that men report higher levels of WSC than women. However, the findings revealed a consistent moderating effect of gender. Specifically, the positive impact of interactional justice on WSC was stronger for women. Conversely, the impact of WSC was more substantial for men, resulting in a greater reduction in their defensive silence and a more significant increase in their job performance. Social implications The study highlights how gender moderates courageous behavior, providing evidence that challenges gender stereotypes and promotes equality in workplace dynamics. Originality/value These findings challenge simplistic notions of gender and courage, highlighting instead the complex ways in which gender shapes the enactment and outcomes of courageous behavior in the workplace. The study contributes to theory by integrating gender as a critical moderator in the nomological network of WSC, offering practical insights for fostering a courageous and equitable work environment.

Purpose While research on workplace bullying has largely examined its occurrence, less attention has been given to how victims perceive justice following formal grievance procedures. This study explores how interactional justice perceptions are shaped through multi-level interactions during post-bullying corrective actions. Design/methodology/approach Adopting a two-phase qualitative design, Phase 1 used a phenomenological lens to capture the lived experiences of 11 faculty at a U.S. university who filed bullying complaints. Phase 2 employed grounded theory with 24 faculty from multiple U.S. universities who reported bullying through formal channels, thereby offering both depth and broader conceptual insights into post-bullying justice. Findings Findings revealed a multi-level interaction framework across peer, management and collective domains. At the peer level, victims reported Apathetic Disconnection, Rational Support and Empathetic Alliance. At the management level, themes included Perceived Retaliation, Abandonment, Delayed Justice and Systemic Disillusionment. At the collective level, unions and shared advocacy contributed to Collective Empowerment. Across these levels, an “empathy continuum” highlighted how emotional attunement shaped justice experiences. Research limitations/implications The study extends Fairness Heuristic Theory by framing corrective action as a phase-shifting event that reshapes justice judgments through affective exchanges. Delays intensified trauma and unfairness perceptions, aligning with Kotter's sense of urgency and McGregor's Hot Stove Rule, underscoring the importance of timeliness, consistency and credibility in grievance redressal. Practical implications Practically, the study stresses the need for empathy-driven mechanisms, timely processes and collective support to prevent re-victimization. Originality/value By shifting focus from bullying itself to corrective actions, it introduces the empathy continuum as a lens for understanding justice enactment across relational levels.