| dc.description.abstract | The purpose of the study was to explore the influences of organizational justice on employee’s job satisfaction and performance. The research used quantitative research method for testing Structural Equation. The hypothesized model is suggested by previous theory and researches from literature review. The study sample size is 311, participants were selected through simple random sampling as employees from over ten organizations in Ho Chi Minh city. The data was tested for reliability, analyzed, EFA by using IBM SPSS 22 and SEM by AMOS 22.
Results revealed that it is not only three factors: distributive justice, procedural justice, interactional justice that appeared in many previous researches, but a new factor – retributive justice should be also considered as fourth component of organizational justice.
Analyzing by AMOS 22 shown that, job satisfaction is significant preditor to job performance (SRW: .557). Additionally, the results indicated that distributive, procedural, and interactional justice has positively relationships with job satisfaction (SRW: .405, .131, .544, respectively) and has positively indirect effect on job performance through job satisfaction.
Surprisingly, research indicated that despite of no relationship between retributive satisfaction and job satisfaction but retributive justice has directly positive relationship with job performance (SRW: .200).
Keywords: Organizational Justice, Job Satisfaction, Job Performance, Distributive justice, Procedural justice, Interactional justice, Retributive justice. | en_US |
