Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator

Rezwan Ullah (), Syed Zubair Ahmad and Sahibzada Yaseen Ahmad
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Rezwan Ullah: Department of Business Administration, Institute of Management Sciences, Peshawar
Syed Zubair Ahmad: Member Board, Islamabad Chapter, Association of Certified Fraud Examiners, USA
Sahibzada Yaseen Ahmad: Department of Management Sciences Bahria University Islamabad

Sukkur IBA Journal of Management and Business, 2016, vol. 3, issue 2, 78-93

Abstract: Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variables of organizational justice perceptions. The effect of different level of organizational justice on organizational citizenship behaviour is a widespread researched topic and explains the importance of organizational justice in an organization. The purpose of this quantitative study is to investigate the impact of employee trust on the relationship between organizational justice and organizational citizenship behaviour in the perspective of call centre industry in Pakistan. The sample size covered 160 employees of different call centres of Islamabad. A total of 38 questions were asked based on a 5 point Likert scale responses. For accurate data processing, SPSS Statistics software package is used for statistical analysis. Regression is used to test the hypothesis. The results show that there is a positive relationship between Organizational Justice and OCB (Accepted), there is a positive relationship between Procedural Justice and OCB (Rejected), there is a positive relationship between Distributional Justice and OCB (Accepted), there is a positive relationship between Interactional Justice and OCB (Accepted) and employee trust does not mediate the associations between Organizational Justice and OCB, which is a positive effects on OCB.

Keywords: Organizational citizenship behaviour; Procedural Justice; Distributive Justice; Interactional justice; Employee trust (search for similar items in EconPapers)
JEL-codes: D21 (search for similar items in EconPapers)
Date: 2016
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