Organizational Justice, Organizational Culture and Organizational Commitment among Employees

 Haleema Iqbal (BS, 2014-2018) Supervisor: Beenish Najam

A correlational study was conducted to investigate the relationship between organizational justice, organizational culture and organizational commitment in employees. It was hypothesized that there would be positive relationship between organizational justice, organizational culture and organizational commitment. It was also hypothesized that organizational justice and organizational culture would positively predict organizational commitment. The sample comprised of 100 employees with age range 25 to 45. Organizational Justice Scale (Niehoof and Moorman, 1993), Organizational Culture Survey (Alvi, Hanif, Adil, Ahmed, and Vveinhardt, 2014) and TCM Employee Commitment Survey (Mayer, Allen, and Smith, 1993) were used. Findings of the study indicated that there was a positive relationship between organizational justice and organizational commitment in employees and there was a positive relationship between organizational culture and organizational commitment in employees. Organizational justice positively predicted organizational commitment and organizational culture also positively predicted organizational commitment. These findings can be helpful for the managers to consider the strategies to eradicate the effect of injustice and decreased commitment level on organizational outcomes and by offering justice through some procedures or benefits and providing comfort environment and preferred culture for increased commitment and more productivity.

Keywords:     organizational justice, organizational culture, organizational commitment, employees.

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