Title: Justice, Fairness and Employee Engagement | Ideas for Leaders
Headings: Justice, Fairness and Employee Engagement
Justice, Fairness and Employee Engagement
Key Concept
Idea Summary
Business Application
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Content: Idea Summary
Organizational justice has become a major focus of management research in recent years, due to its connection with numerous employee outcomes; satisfaction, commitment, trust and reduced levels of turnover have all been associated with an employee’s perceived level of justice in their workplace. But how exactly do changes in perceptions of justices—both and positive or negative—affect employee attitudes? In a 2013 paper, Tae-Yeol Kim from CEIBS explores this question, alongside researchers from the University of Macau and City University of Hong Kong. They propose that changes in outcome allocations, company procedures and interpersonal treatment that make employees feel that they are being treated more fairly can go a long way towards improving their job satisfaction, employee engagement and commitment. Kim et al collected survey data from 151 employees across a wide variety of organizations in Hong Kong, including participants from the finance, service, information technology, manufacturing, and education industries. In particular, they measured fairness perceptions, job satisfaction and affective organizational commitment. They found that changes in distributive, procedural, and interactional justice significantly explained variances in job satisfaction. They describe these types of justice perceptions as follows: Distributive justice: