IMPACT OF ORGANIZATIONAL JUSTICE ON ORGANIZATIONAL COMMITMENT: EVIDENCES FROM KPK PRIVATE SECTOR UNIVERSITIES

The purpose of the study to investigate the impact of organizational Justice Perception on commitment in Private sector universities in KPK. The study employed descriptive-co-relational research designs with a statistical sample of 250 employees. To measure Organizational Justice perceptions using C...

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Bibliographic Details
Published inCity University Research Journal Vol. 8; no. 2; pp. 236 - 246
Main Authors Khan, Junaid Athar, Sheraz, Muhammad, Maher, Sourath
Format Journal Article
LanguageEnglish
Published Peshawar City University of Science & Information Technology 01.07.2018
Subjects
Colleges & universities
Decision making
Distributive justice
Employee attitude
Employees
Employment
Equity
Expenditures
Higher education
Job satisfaction
Justice
Organizational justice
Perceptions
Private sector
Procedural justice
Studies
Variables
Pakistan
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Summary:The purpose of the study to investigate the impact of organizational Justice Perception on commitment in Private sector universities in KPK. The study employed descriptive-co-relational research designs with a statistical sample of 250 employees. To measure Organizational Justice perceptions using Colquitt's model with distributive, procedural and informational justice while commitment was measured through adaptive Allen & Meyer's model. The reliability of the questionnaires estimated using Cronbach's a coefficient in different items of Organizational Justice and organizational commitment which was above 0.70 and hence accepted. After data gathering, they were analyzed based on the research hypothesis using Inferential statistics comprising of correlation, multiple regression models and ANOVA analysis were applied to establish the relationship between the independent and dependent variables. The study shows that organizational Justice with three dimensions has a significant relationship with organizational commitment in private sector universities of KPK. The study findings provide support to the argument that employees evaluate their employer/employee interactions from a justice perspective and interpret the experience as just or unjust treatment, furthermore equity theory also mentioned that the presence or absence of organizational justice has an impact on employees to reacts accordingly, that is if personnel feel that justice is not implemented in workplace, they will feel insecure, tense and ultimately reduce the commitment, on the other hand, if justice exists employees will be motivated eager to take responsibility which result increase level of commitment.
ISSN:2220-9174
2409-0441