Predicting Employees Organizational Loyalty through Perceived Organizational Justice Components

This study investigated the effects of perceived organizational justice components (distributive, procedural and interactional) in predicting employee loyalty to organization. Participants included 197 employees of a big public organization in Tehran, was selected via convenience sampling who completed employee organizational loyalty questionnaire (Kumar and Shekhar, 2012), and perceived organizational justice questionnaire (Niehoff and Moorman, 1993; Moorman, 1991). The data were analyzed by use of Pearson’s correlation coefficient and regression analysis, by using SPSS18. The results showed that employee’s loyalty to organization was positively related to perceived organizational justice components (p? .01). Furthermore, perceived organizational justice components could explain 32.3 percent of employee organizational loyalty’s variance. Therefore, based on the results it can be concluded that employee loyalty to organization could be enhanced by increasing all components of perceived organizational justice.