Role of Perceived Organizational Justice in Organizational Commitment: Evidences from KPK Universities

Abstract

The research study aims to investigate the role of employee’s perceptions as they perceive with regard to organizational justice and its effect on the commitment among employees of Public & Private sector Universities of Khyber Pakhtunkhwa. The research investigation focused on the relationship between the five dimensions of organizational justice over the three dimensions of organizational commitment. The population of the study includes faculty and non-faculty employees. The determined sample size of 1,090 employees is further derived on proportionate sampling method for each university. The questionnaires were self-administered employing convenience sampling technique. The questionnaire for Organizational justice was adapted from Price & Mueller (1986) while commitment was measured by using Meyer and Allen (1997) model comprising of three components; affective, continuance and normative commitment. Inferential statistics including; factor analysis, correlation and multiple regressions and paired t test were employed. The findings of the study revealed that all the five dimensions of organizational justice (distributive, procedural, interactional, informational and interpersonal) have a significant impact over the commitment amongst the employees of the target population. However, human resource practices (training and development, involvement and socialization) proved as significant moderators for the relationship between employee’s job commitment and organizational justice. The perceptions about the organizational justices and the employees’ commitment of public sector universities employees were positive in comparison to the private sector employees. The study therefore, recommends that the universities should enhance their organizational justice, so that they can easily reap the positive output from their highly committed employees.