ORGANISATIONAL JUSTICE AND COMMITMENT AMONG THE EMPLOYEES OF AN AUTO COMPONENT MANUFACTURING COMPANY

Abstract

Organisational justice refers to an overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice. In the present study an attempt was made to study the impact of organizational justice on organizational commitment. A convenience sample consisting of forty five employees working in an auto component manufacturing company participated in the study. Questionnaire method was used for data collection. The collected data was analysed with mean, standard deviation, ANOVA, correlation and regression tests. Results indicated that there was a significant difference in the perception of procedural justice and interactional justice among the respondents of different age groups. There was a significant difference in continuance commitment, procedural justice, and interactional justice among the respondents of different income groups. There was a significant correlation between perception of distributive justice and continuance commitment, and also between interactional justice and normative commitment. It was found that distributive justice affects continuance commitment positively and significantly and also distributive justice, and interactional justice affect normative commitment significantly and positively.