Estimating the nexus between Organizational Justice and Employee Job Performance: An Empirical Analysis

This study examined the linkage between organizational justice (OJ) and employee job performance (EJP). A total of 200 respondents from the selected Aluminium companies completed the questionnaire. Descriptive statistics, correlation and multiple regression analysis were employed in analyzing the data obtained from the respondents. Findings revealed that positive and significant relationship exists between procedural justice (t=2.78, p<0.05), interactional justice (t=5.40, p<0.05) and employee job performance. Distributive justice (t=-2.21, p<0.05) was found to have a negative significant relationship with EJP. However, the study concluded that there is a significant relationship between OJ and EJP. The study therefore recommends that management should be fair in their decision making processes so as to ensure that there is no preferential treatment of employees. Management should pay attention to differences in employee contributions to the organization when it comes to reward sharing and duties. There is also a need for management to create arena for interaction among staff (open and effective communication channel) so as allow them to work hand in hand and learn more. This would help to boost their performance.