ORGANIZATIONAL JUSTICE AND EMPLOYEE PERFORMANCE: EVIDENCE FROM HIGHER EDUCATION SECTOR IN PAKISTAN

This study aimed to examine the relationship between organizational justice and employee performance among university teachers in Pakistan. Organizational justice is explained as perceived fairness in terms of procedural justice, interpersonal justice and distributive justice at workplace. A sample of 309 academic staff in different universities is selected for survey and data is statistically tested by applying regression and correlation analysis. Results revealed that all three justice dimensions – procedural, interpersonal, and distributive justice – are significantly related to performance; however procedural justice is found to be a stronger predictor of performance. The findings provide a useful insight for academic managers for future policy making.