Organizational Justice and Organizational Commitment among Faculty Staff and their Assistants

Abstract

Organizational commitment facilitates organizational efficiency and operations. In an active environment, indifferent, irresponsible and passive employees will be considered organizational impediments that deteriorate quantitative and qualitative characteristics of employees’ performance (Mohammedan, 2017). Organizational justice is considered to have a significant impact on organizational commitment and can enhance some or all dimensions of organizational commitment, organizational justice refers to the overall perceived fairness of the organizations' procedures, policies, interactions and distribution systems. The three dimensions of organizational justice are ‘distributive, interactional and procedural justice’. The procedural justice relates to the perceived fairness and transparency of the processes through which decisions affecting employees are made. Distributive justice is conceptualized as the fairness by which the organization distributes resources and work based on employee effort or performance. Last, interactional justice is characterized by the characteristics of a workplace relating to respect and honesty (Ayobami, 2013).