Workplace Injustice

Literature review

Organizational justice and Workplace deviance

Pradhan, S. & Pradhan, R.K. (2014). This paper investigates the moderating role of organizational justice between transformational leadership and deviant workplace behaviours which causes great financial hardship to both the organization and its stakeholders. Organizational justice is the employees’ perception of justice or fairness at workplace. Although it is common knowledge that organizational injustice will increase deviant behaviours at workplace yet there is a clear deficit in terms of conceptual as well empirical studies. Hence, this study attempts to shed light on the three organizational behaviour constructs which will improve our understanding and will help future researches.

(2013). This research paper examined the relationship between organizational justice and job satisfaction. Traditionally, organizational justice is measured through three components but in this paper the concept of organizational justice has been extended and two new components temporal justice and spatial justice have been introduced and researched upon. Thus the impact of organizational justice on job satisfaction was checked by five dimensions; distributive justice, procedural justice, interactional justice, temporal justice and spatial justice. Employee perceptions were taken to evaluate whether fairness prevails in the organization or not and furthermore whether this fairness affect their satisfaction level on the job. The study investigated this relationship in the Pakistani environment, particularly, the employees in the banking sector in the metropolitan city of Karachi. The findings show that significant relationship exists between distributive justice, interactional justice, temporal justice and job satisfaction. It is anticipated that if this research would be replicated by other researchers in different countries and contexts with few modifications, it will highlight relevance on a broader

(2013). The aim of this study is to explore the quality, strength and significance of the relationship between three type of justice (Procedural, Distributive and Interactional) job satisfaction and work performance. The study will investigate the relationship in the Pakistani context. Data was collected through questionnaire from the employees of educational institutes working in Pakistan. The results showed that employee’s perception about Procedural and Interactional justice has a great affect on their job satisfaction while in Pakistani context distributive justice do not have significant impact on job satisfaction . This research can be useful for researchers and managers and can also used in making more suitable strategies to increase job satisfaction of