Gone are the days when employees were perceived as numbers, not partners or human capital that needs to be treated with respect. The growing public clamor for improved workplace recognition has taken center stage as employers devise ways and means of retaining employees due to competition for scarce skills. Additionally, organizations have realized that the costs associated with turnover need to be harnessed to survive in this 21st century work environment. One way to achieve this is through organizational justice. According to Ali & Jan (2012), issues pertaining to organizational justice include fairness, workplace behavior, disengagement, counterproductive workplace behaviors, job satisfaction, performance, and organizational commitment. As noted by Al-Zubi (2010), injustice within the organization can lead to both positive and negative employee perceptions that can have a detrimental effect on the …show more content…
Prior studies indicate that when employees are satisfied with their job, there is little room for job dissatisfaction, even in a situation where an employer downsizes; however, the same is not true when employees are dissatisfied and an employer engages in eliminating positions (Dailey & Kirk, 1992; Wang, Liao, & Chang; Sondak & Stuhlmacher, 2009).
Research Question
RQ1 What roles do distributive and procedural justice play in influencing job satisfaction, performance, and organizational commitment when taking into account gender and cultural issues?
RQ2 What roles do distributive and procedural justice play in influencing labor relations, negotiation, and conflict resolution when taking in account gender and cultural issues?