The Influence of Organizational Justice on Job Commitment in the Jordanian Ministries

Yazan Taher Shawabkeh, Musa Al-Lozi and Ra’ed Masa’deh
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Yazan Taher Shawabkeh: An Independent Researcher, Amman, Jordan
Musa Al-Lozi: Department of Public Administration, School of Business, The University of Jordan, Amman, Jordan & President of Aqaba Branch, The University of Jordan, Aqaba, Jordan
Ra’ed Masa’deh: Department of Management Information Systems, School of Business, The University of Jordan, Amman, Jordan

Journal of Social Sciences (COES&RJ-JSS), 2019, vol. 8, issue 2, 230-269

Abstract: The aim of this study was to investigate the impact of organizational justice on job commitment in Jordanian ministries. Data were collected through a questionnaire distributed to 450 employees in three Jordanian ministries, namely, the Ministry of Education; Ministry of Health; and Ministry of Awqaf Islamic Affairs and Holy Places. Data were analyzed via descriptive, simple linear regression analysis, and stepwise multiple linear regression analysis. The hypotheses of the research were tested and the probabilities of their acceptance were rejection. Findings revealed a statistically significant impact between organizational justice and job commitimnt. Results also indicated that informational justice has the highest influential effect on employee job commitmint, while procedural justice had the lowest impact on it. Furthermore, this study reports differences between the dimensions of the (OJ) in their impacts on the dimensions of job commitment. Moreover, the study found that the three dimensions of organizational justice (information justice, personal justice, and distributive justice) combined had a higher predictive capacity of job commitment than that of any independent dimension or two dimensions of organizational justice. In view of the results, the researcher gives some recommendations to the decision makers in Jordanian ministries that may guide them to promote the concept and practice of organizational justice in their ministries such as the need for increasing the levels of organizational justice, especially the distributive justice, and focusing on compatibility of income of the employee with their academic level and practical experience, in addition to necessity of improving the system of rewards in the Jordanian ministries because the rewards have a significant impact on the employees' perception of justice and on her/his interest in supporting her/his colleagues when doing additional work in the ministry. In other respects, this study has practical implications for future research such as attracting attention to the need to study job satisfaction and job engagement as mediatingvariables of association of employee’s job commitment with organizational justice. This is in addition to conducting studies similar to the present one in different environments inside and outside Jordan.

Keywords: Organizational Justice; Job Commitment; Ministries (search for similar items in EconPapers)
Date: 2019
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Persistent link: https://EconPapers.repec.org/RePEc:jso:coejss:v:8:y:2019:i:2:p:230-269

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