The role of organizational justice on employee commitment of senior non-academic staff in the Nigerian Universities
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Date
2016
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Department of Business Administration, University of Ilorin. Nigeria.
Abstract
Highly committed workers are prerequisite resource for a successful organization. Empirical evidences
have shown the impact of distributive justice, interactional justice and procedural justice among the
determinants fostering workers' commitment. Grounded in social exchange theory, this study examines
the influence of distributive justice, interactional justice and procedural justice on employee's
organizational commitment among senior members of non-academic staff in the Nigerian universities.
The study applied partial least square structural equation models (PLS-SEM) to analyze data obtained
from 201 non-academic staff. The results show that among the hypothesized relationships of the study
variables there is significant positive relationship between distributive justices (3-0.1945; t =2.33; p =
0.01), (3= 0.3664; t=3.82; p = 0.00), (= 0.365; t = 4.297; p = 0.00) on the three dimension of
commitment. Additionally, positive relationship exists between interactional justice (B=0.287; t =3.54; p
= 0.00), (= 0.269; t = 2.97; p = 0.001), (ß = 0.142; t = 1.61; p = 0.054) on the three dimension of
commitment. On the contrary, the relationship between procedural justice (3 = 0.0225; t = 0.289; p =
0.386) and continuance commitment is not supported. This paper contributes to the existing human
resources literature on employees' commitment and guides university management on how to
improved employees' commitment. The paper recommends that universities should consider as relevant
factor aspects of organizational justice in an effort to enhance workers commitment.
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Keywords
Distributive justice, interactional justice, procedural justice, organizational commitment, Universities