Organizational Justice and Job satisfaction: A literature Review
In recent times, the high level of injustice, unfair treatment and lack of equity in workplace has affected adversely the physical and psychological well-being of employees and consequently led to low productivity, absenteeism, low morale, lack of commitment and disloyalty. Hence, this study proposes a conceptual model by stating propositions for future empirical studies on the effect of organizational justice on job satisfaction. The specific approach adopted to suggest the conceptual model centers on review of extant literature on organizational justice, job satisfaction and empirical nexus between the variables of organizational justice and job satisfaction. The findings from previous studies indicated that organizations that embrace equity, justice and fairness in distribution of resources stand a better chance of generating higher level of job satisfaction. Also, drawing from the theoretical underpinning, it was argued that positive link exists between organizational justice and job satisfaction. Finally, this study developed hypotheses for future empirical studies on the relationship between organizational justice and job satisfaction using the three-dimensional proxies of distributive, procedural and interactional justice. Keywords: Distributive justice, interactional justice, job satisfaction, organizational justice, procedural justice. JEL Classification codes: M, M1, M12