INTERACTIONAL JUSTICE AND EMPLOYEE ATTITUDE OF DEPOSIT MONEY BANK IN RIVERS STATE, NIGERIA
Abstract
The study examined the relationship between interactional justice and employee attitude of Deposit Money Banks in Rivers State. The study adopted a cross sectional survey research design that solicited responses from employees of Deposit Money Banks in Rivers State. Primary data was collected using self-administered questionnaire. The population of the study comprised 202 employees from 18 Deposit Money Banks operational in Rivers State. A sample size of 134 was determined using the Taro Yamen sample size formula. The hypotheses were tested using the Spearman Rank Order Correlation with the aid of the Statistical Package for the Social Sciences version 23.0. The study findings revealed that there is a significant relationship between interactional justice and all the measures of employee attitude of Deposit Money Banks in Rivers State. The study concluded that interactional justice bears a significant influence on employee attitude of Deposit Money Banks in Rivers State. The study recommended that Deposit Money Banks should promote interactional justice. Interactional justice should therefore be promoted through treatment of employees with politeness, respect and dignity by their supervisors and other organizational leaders. This way, organizations will not only benefit from a committed workforce, but also improve employee relations and thereby minimize the consequences of retributive justice emanating from employee workplace deviance actions.
Keywords: Interactional Justice, Job Satisfaction, Job Commitment, Employee Engagement
CITATION: Ohiosimuan, A. E. (2019). Interactional justice and employee attitude of deposit money bank in Rivers State, Nigeria. The Strategic Journal of Business & Change Management, 6 (4), 1633 – 1644.
Full Text:
PDFReferences
Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology ( 2,267-299). New York: Academic Press.
Ajila, C., &Abiola, A. (2004). Influence of rewards on workers performance in an organization. Journal of Social Sciences, 8(1), 7–12.
Akanbi, k., & Ofoegbu, O. (2013). Impact of perceived organizational justice on organizational commitment of a food and beverage firm in Nigeria. International Journal of Humanities and Social Science, 3(14), 207-218.
Angle, H. & Perry, J. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 26, 1-14.
http://dx.doi.org/10.2307/2392596
Akintayo D.I. (2010). Work-family role conflict and organizational commitment among industrial workers in Nigeria. Journal of Psychology and Counselling, 2(1), 1-8.
Aykut, S. (2007). Örgütsel Adalet, Birey-Örgüt Uyumu ile Çalışanların İşle İlgili Tutumları: Pendik İlçesi Örneği. (Yayınlanmamış Yüksek Lisans Tezi), Yeditepe Üniversitesi Sosyal Bilimler Enstitüsü.
Bagherian, R., Bahaman, A.S., Asnarulkhadi, A.S. & Shamsuddin, A. (2009) Social Exchange Approach to People‟s Participations in Watershed Management Programs in Iran. European Journal of Scientific Research, 34(3), 428-411.
Bakker, A.B. & Demerouti, A. (2007). The Job Demands-Resources model: State of the art. Journal of Management Psychology, 22(3),
Belanger, I. (2007). Models of the effects of monitoring on perceptions of organizational justice and turnover. (Order No. MR49656, University of New Brunswick (Canada)). ProQuest Dissertations and Theses, 31-n/a. Retrieved from http://search.proquest.com/docview/304730925?accountid=50207. (304730925)
Bies R.J., & Moag J.S. (1986). International justice: Communication criteria of fairness. In R. J. Lewicki, B.H. Sheppard, B.H. Bazerman (Eds.), Research on negotiation in organizations. Greenwich, CT: JAI Press.
Bolon, D.S. (1997). Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment. Hospital & Health Services Administration, 42, 2, 221-241.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, 533-546.
Chen, Y. L. (2004). Examining the effect of organization culture and leadership behaviours on organizational commitment, job satisfaction and job performance at small and middle firms of Taiwan. The Journal of American Academy of Business, 5(2-2), 432-438
Cohen-Charash, Y. & Spector, P. (2001). The role of justice in organizations: A meta- analysis. Organizational Behavior and Human Decision Processes, 86, 278-321.
Eagly, A. H., & Chaiken, S. (1998). Attitude structure and function. In D. T. Gilbert, S. T. Fiske, & G. Lindzey (Eds.), The handbook of social psychology (269-322). New York, NY, US: McGraw-Hill.
Farris, P. W., Bendle, N.T., Pfeifer, P. E. & Reibstein, J. D. (2010). Marketing Metrics: The Definitive Guide to Measuring Marketing Performance (2nded.). New Jersey: Pearson Education. 1-432.
Forret, M., & Love, M. S. (2008). Employee justice perceptions and co-worker relationships. Leadership & Organization Development Journal, 29(3), 248-260.
Gauri, S. R. (2013), Impact of organizational justice on satisfaction, commitment and turnover intention: Can fair treatment by organizations make a difference in their workers’ attitudes and behaviors? International Journal of Human Sciences, 10(2) 2013, 260-284.
Glisson, C. & Durick, M. (1988) Predictors of job satisfaction and organisational commitment in human service organizations. Administrative Science Quarterly, 33, 61-68.
Gogia,P. (2010). Equity theory of motivation. Retrieved from http://www.businessihub.com/equity-theoryof-motivation/.
Guerrero, Andersen, & Afifi. (2007). Close Encounters: Communication in Relationships, 2nd edition. Sage Publications, Inc.
Greenberg, J. (2010). Behavior in Organizations (10th ed.), England, Pearson.
Hamlett, J. (2014). Exploring how managers' perception of organizational justice influences job satisfaction and turnover intention. (Order No. 3622057, Northcentral University). ProQuest Dissertations and Theses, , 223. Retrieved from http://search.proquest.com/docview/1548006654?accountid=50207. (1548006654).
Jain, K.K, Fauzia Jabeen, Vinita Mishra and Naveen Gupta. (2007). Job satisfaction as related to organisational climate and occupational stress: A case study of Indian Oil. International Review of Business Research Papers, 3(5), 193-208
Lambert, G., Hogan, L., & Griffin, L. (2007). The Impact of Distributive and Procedural Justice on Correctional Staff Job Stress, Job Satisfaction, and Organizational Commitment. Journal of Criminal Justice, 35, 644-656.
Looy, B.V., Gemmel, P. & Van Dierdonck, R. (2003).Service Management: An integrated approach. (2nd ed.). Singapore: McGraw-Hill.
Loui, K. (1995). Understanding employee commitment in the public organization: A study of the juvenile detention center. International Journal of Public Administration,18(8), 1269- 1295.
Liu, Y., Long, L.R. & Li, Y. (2003). The influence of organizational justice on organizational effectiveness variables. Management World, 5, 126-132
Kahn WA (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
McFarlin, D., & Sweeney, P. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626-637.
Meyer, J. P. &Allen N. J. (1991).A three component conceptualization of organizational commitment. Human Resource Management Review, 6(1), 61–89.
Meyer J. & Allen N. (2001).A Three-Component Conceptualization of Organizational Commitment. Human Resources Management Review, 1, 61-89
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages. The psychology of commitment, absenteeism and turnover. New York: Academic Press.
Negin, O., &Memari, M. (2013).The impact of Organizational Commitment on Employees Job Performance. Interdisciplinary Journal of Contemporary Research in Business, 5, 1-8. 41.
O'Sullivan, A., &Steven, M. S. (2003). Economics: Principles in action. Upper Saddle River, New Jersey: Pearson Prentice Hall. 57, 310.
Popoola O. E. ,Bisi-Johnson M. A., Abiodun A. , Ibeh, O. S. (2013). Heavy metal content and antimicrobial activities of some naturally occurring facial cosmetics in Nigeria, 15(3), 134-143.
Redmond, B. (2010). Equity theory: Is what I get for my work fair compared to others? Work Attitudes and Motivation. The Pennsylvania State University World Campus.
Roch, S. & Shanock, L. (2006) Organizational justice in an exchange framework: clarifying organizational justice distinctions. Journal of Management, 32(2), 299-322.
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, 87(4), 698-714.
Siegel, P.A., Post, C., Brockner, J., Fishman, A.Y., & Garden, C. (2005).The Moderating influence of procedural fairness on the relationship between work–life conflict and organizational commitment. Journal of Applied Psychology, 90, 13– 24.
Suliman, A. M., & Iles, P. A. 1999.The multi-dimensional nature of organizational commitment in a non-western context. Journal of Management Development, 19, 71-82
Tang, T., & Sarsfield-Baldwin, L. (1996). Distributive and procedural justice as related to satisfaction and commitment. SAM Adv. Management Journal, 61(3), 25-31.
Thibaut, J., & Walker, L. (1975). Procedural Justice: A Psychological Analysis. Hillsdale, NJ: Erlbaum.
Truss, C., Soane, E., Edwards, C., Wisdom, K., Croll, A. & Burnett, J. (2006). Working life: employee attitudes and engagement 2006, Wimbledon: CIPD
Tumwesigye G. (2010). The relationship between perceived organizational support and turnover intentions in a developing country: The mediating role of organizational commitment. African Journal of Business Management, 4(6), 942-952.
Visagie, C. M. (2010). The relationship between employee attitudes towards planned organisational change and organisational commitment: an investigation of a selected case within the South African telecommunications industry (2010). CPUT Theses & Dissertations, Paper 145
Wan, H., Sulaiman, M., & Omar, A. (2012). Procedural justice in promotion decisions of managerial staff in Malaysia. Asia Pacific Business Review, 18(1), 99-121. doi:10.1080/13602380903424167
Wooldridge, J. (2002). Econometric Analysis of Cross Section and Panel Data. Cambridge, MA: MIT Press.
Zheng, W. Sharan, K. & Wei, J. (2010). New development of organizational commitment: a critical review (1960-2009). African Journal of Business Management, 4(1), 12-20.
DOI: http://dx.doi.org/10.61426/sjbcm.v6i4.1494
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.