DETRIMENTAL CAUSES AND CONSEQUENCES OF ORGANIZATIONAL INJUSTICE IN THE WORKPLACE: EVIDENCE FROM PUBLIC SECTOR ORGANIZATIONS

Ahmed Raza Bilal, Noreen Rafi, Sumaira Khalid


DOI: http://dx.doi.org/10.22555/pbr.v19i1.1256

Abstract


This study investigated the causes of organizational injustice
and how this influences employees’ job outcomes in public sector
organizations in Pakistan. Two models were constructed and analyzed to fulfill the research goals. Data were obtained using a simple random sampling technique. Of the sample, 254 employees of public sector organizations filled out self-administered questionnaires. Multiple regression was applied to test direct proposed hypotheses. To evaluate
the organizational injustice’s indirect effect on organizational
performance due to employees’ job dissatisfaction, the mediation test of Preacher and Hayes (2004) was applied. The results showed that organizational injustice negatively impacts affective commitment and perceived organizational performance. Moreover, job dissatisfaction impacts the relationship in organizational injustice, perceived organizational performance and affective commitment.

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