Lien entre la justice organisationnelle et la satisfaction au travail: analyse et implications

Rania Gouba and Rachida Aallali
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Rania Gouba: École Nationale de Commerce et de Gestion (ENCG), Université Hassan II de Casablanca, Maroc
Rachida Aallali: École Nationale de Commerce et de Gestion (ENCG), Université Hassan II de Casablanca, Maroc

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Abstract: This article provides an in-depth examination of the relationship between organizational justice and job satisfaction, using a mixed approach that combines a systematic literature review with an empirical study conducted among 50 respondents in Morocco. Organizational justice is explored through its four key dimensions: distributive justice (fairness in pay and rewards), procedural justice (transparency and impartiality in decisionmaking processes), interactional justice (quality, respect, and dignity in interpersonal interactions), and informational justice (clarity and accessibility of organizational communication). The findings indicate that all four dimensions of organizational justice have a significant positive influence on job satisfaction, with distributive justice emerging as the most influential factor, particularly within the Moroccan context. It is followed by interactional justice, then procedural justice, while informational justice shows a positive but comparatively smaller impact. Statistical analyses conducted using SPSS, including correlation and regression tests, confirm the existence of a strong and significant correlation between employees' perception of organizational justice and their level of job satisfaction. Employees who perceive their organization as fair, transparent, respectful, and participatory tend to demonstrate higher motivation, stronger engagement, and a greater intention to remain within the organization, thus contributing to enhanced overall performance and a reduction in turnover risks. The article emphasizes the importance for Moroccan organizations to adopt management policies grounded in equity, participation, transparent communication, and human respect in order to foster a healthy, stable, and highperforming work environment. Finally, the study opens avenues for future research by suggesting the integration of psychological or technological variables to further explore this relationship in increasingly modern and dynamic organizational contexts.

Keywords: bien être professionnel; ressources humaines. JEL Classification : O15 Type du papier : Recherche empirique Organizational justice; job satisfaction; equity; job market; professional well-being; human resources. Classification JEL : O15 Paper type: Empirical Research; marché d'emploi; équité; satisfaction au travail; Justice organisationnelle; Justice organisationnelle satisfaction au travail équité marché d'emploi bien être professionnel ressources humaines. JEL Classification : O15 Type du papier : Recherche empirique Organizational justice job satisfaction equity job market professional well-being human resources. Classification JEL : O15 Paper type: Empirical Research (search for similar items in EconPapers)
Date: 2025-11-11
New Economics Papers: this item is included in nep-ara
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Published in International Journal of Accounting, Finance, Auditing, Management and Economics, 2025, ⟨10.5281/zenodo.17544713⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-05360051

DOI: 10.5281/zenodo.17544713

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