Dynamics of Organizational Justice: Perceptions of Diverse Human Resource across Various Sectors

Abstract

Empirical Evidences have profoundly highlighted the prominence of perceived justice & fairness by employees and its impact on various aspects of their organisational behavior with their citizenship behavior, work involvement and tendency to stay as few salient amongst them. In the current era of Globalization, Diversity Management has emerged an important domain of focus for the authority overseeing Human Resource of any organisation.
The objective of the present study was to study both these aspects and thus derive the relation on how a diverse human resource relates to perceptions of justice. The data in the study was collected through purposive sampling from 105 participants by administering the Organisational Justice Scale (Colquitt, 2001). The diversity in the data was introduced with factors demographic factors as age where it ranged from 21 to 60, gender & work experience. Other key features of data in this regard were that it was collected from both Public & Private organisations, and the sectors such as Manufacturing, Information Technology, Social Security, Banking & Finance, Hospitality and Education were included. The study which used descriptive statistics to analyse the data, found a high negative correlation of age with perception of Informational Justice, whereas low correlation was found with Distributive and Procedural Justice. The mean score of Procedural Justice was found to be higher amongst Private employees in comparison to Public whereas for Distributive Justice it was found to be higher among Public employees. Other major findings in terms of Descriptive Statistics were found while studying the data sector wise. The study suggests that in order to ascertain an effective and efficient diverse human resource at organisation, the management of fairness perception of employees is a key component to be kept in focus by the management.