Keywords
Organizational Justice
Employee &
Commitment
Abstract
Securing a high level of dedication among workers of an organization has been a challenging issue in modern-day organizations. Most employees are actually employed by originations but they are not fairly committed to the discharge of their responsibility, which is to aid the attainment of organizational objectives. This study investigated the effect of organizational justice on the level of commitment obtained from employees of the organization. The objectives of the study were to determine if distributive justice affects commitment of academic staff in Kaduna State University; to determine if Procedural justice affects commitment of academic staff in Kaduna State University; to examine the extent to which Interpersonal justice affects commitment of academic staff in Kaduna State University; and to examine how Informational justice affects commitment of academic staff in Kaduna State University. Data was obtained through the usage of a questionnaire using a sample of 267 from a total population of 964. Data was regressed, and the result revealed that distributive justice, Procedural justice, Interpersonal justice and Informational justice all affect commitment of academic staff in Kaduna State University. It was recommended that there is a need for organisations to make justice and fairness a critical component of their organisational culture so that managers do not treat their subordinates unjustly. Organisations are to ensure that there are consequences to all who engage in acts of injustice. There should also be an internal control mechanism that would not just reduce injustice but would aid in preventing such acts.References
Akanbi, P. A., and Onyema, E. (2013). Impact of organizational justice on organizational commitment in Nestle Nigeria Plc, Agbara, Lagos, Nigeria. Internal Journal of Humanities and Social Sciences, 3(14): 83 - 90.
Arif, S. (2018). Impact of organisational justice on turnover intentions: Moderating role of job embeddedness. SEISENSE Journal of Management, 1(2), 34–52. https://doi.org/10.33215/sjom.v1i2.16
Etim G. & Okundaro E. (2019), Organizational Justice and Commitment to Work in the Nigerian Public Sector. New Ideas Concerning Science and Technology Vol. 7
Eze C. Ifeanyichukwu, Ike O. Obinna, Obiageli Omeje, Ejike Okonkwo, Attamah Ikechukwu & Chinwendu M. Okoro (2022) Organisational justice and workplace deviance behaviour among bank workers in Nigeria: the role of perceived organisational support as a moderator, Journal of Psychology in Africa, 32:6, 569-577, DOI: 10.1080/14330237.2022.2121463
Friday, E., & Ugwu, J. (2019). Organizational justice and employee commitment of selected private secondary schools’ teachers in Nigeria. International Journal of Management & Entrepreneurship Research, 1(1), 18-30.
Johnson, R. E., Lanaj, K., & Barnes, C. M. (2014). The good and bad of being fair: effects of procedural and interpersonal justice behaviors on regulatory resources. Journal of Applied Psychology, 99(4), 635
Lee, & Rhee (2023) Effects of Organizational Justice on Employee Satisfaction: Integrating the Exchange and the Value-Based Perspectives. Sustainability 2023, 15, 5993. https://doi.org/10.3390/ su15075993
Moon, K. (2017). Fairness at the organizational level: Examining the effect of organizational justice climate on collective turnover rates and organizational performance. Public Personnel Management, 46(2), 118–143. https://doi.org/10.1177/0091026017702610
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845.
Nazim, A., & Shahid, J. (2012). Relationship between organizational justice and organizational commitment and turnover intentions amongst medical representatives of pharmaceuticals companies of Pakistan. Journal of Management Sciences, 6(2), 201 -212.
Obiyo B.C. (2023) Organisational Justice and Employees Affective Commitment: A Perceptual Survey of Police Officers in South-South Nigeria, European Journal of Business and Innovation Research, Vol.11, No.8, pp.,76-86
Omale S.A, Oyenuga M.O & Oriaku C. (2021). Effect of Organizational Culture on the Performance of Hospitality Industry in Covid-19 Era Abhigyan Management Journal Vol 39(3) pg 24-32. https://doi.org/10.56401/abhigyan/39.3.2021.24-32
Omobola O. A. (2022) the Influence of Organizational Justice on the Organizational Commitment of Personnel in South-West Nigerian Public University Libraries. University of Dar es Salaam Library Journal Vol 17, No 1 (2022), pp 54-71 ISSN: 0856-1818.
Oyetunde T.O., Oyenuga M.O., & Adoga G.J (2023). Green Management Practices and Organisational Efficiency in Higher Institutions. Budapest International Research and Critics in Linguistics and Education (BirLE) Journal 6(3), 276-290 https://bircu journal.com/index.php/birle/article/view/7716
Park, Y., Song, J. H., & Lim, D. H. (2016). Organizational justice and work engagement: the mediating effect of self-leadership. Leadership and Organization Development Journal, 37(6), 711-729.
Poole, W. L. (2007). Organizational justice as a framework for understanding union-management relations in education. Canadian Journal of Education, 30(3), 725-748.
Rai, S. (2015). Organizational justice and employee mental health’s moderating roles in organizational identification. South Asian Journal of Global Business Research, 4(1), 68-84.
Shah, N., Anwar, S., & Irani, Z. (2016). The impact of organisational justice on ethical behaviour. International Journal of Business Innovation and Research. 12(2): 240-258.
Suifan, T. S., Diab, H., & Abdallah, A. B. (2017). Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment. Journal of Management Development, 36(9), 1137-1148.
Swalhi, A., Zgoulli, S., & Hofaidhllaoui, M. (2017). The influence of organizational justice on job performance: The mediating effect of affective commitment. Journal of Management Development, 36(4), 542-559.
Tolukan, E., & Akyel, Y. (2019). Research on the relationship between trainers' turnover intention and organizational justice. International Journal of Higher Education, 8(1), 181-192.
Trinkner, R., Tyler, T. R., & Goff, P. A. (2016). Justice from within: The relations between a procedurally just organizational climate and police organizational efficiency, endorsement of democratic policing, and officer well-being. Psychology, Public Policy, and Law, 22(2), 1-41.
Ugwu, F. O., Onyishi, I. E., & Rodríguez-Sánchez, A. M. (2014). Linking organizational trust with employee engagement: The role of psychological empowerment. Personnel Review, 43(3), 377-400.
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Copyright (c) 2026 Kachi Joseph Akende, Mantim Gambo Nantim (Author)