Assessing organisational justice as a predictor of job satisfaction and employee engagement in Windhoek

SA Journal of Human Resource Management


 
 
Field Value
 
Title Assessing organisational justice as a predictor of job satisfaction and employee engagement in Windhoek
 
Creator Pieters, Wesley R.
 
Subject organisational behavior; human resource management organisational justice; job satisfaction; employee engagement
Description Orientation: Working in the service industry with similar products and services requires organisations to be proactive and efficient. Enhancing employees’ levels of organisational justice is likely to influence job satisfaction and employee engagement.Research purpose: The purpose of this study was to investigate the dimensions of organisational justice that best predict job satisfaction and employee engagement among employees in Windhoek, Namibia.Motivation for the study: Poor service delivery is a concern within the service industry and this includes the banks and universities that operate in Windhoek. Having engaged employees is most likely going to improve the quality of service and customer satisfaction.Research approach/design and method: A cross-sectional survey design was used, employing a questionnaire to collect data on the biographical details, organisational justice, job satisfaction and employee engagement of employees at a bank and university in Windhoek. The sample consisted of employees from a bank, Bank A (n = 106), and administrative staff at a university (n = 97).Main findings: Significant predictors of employee engagement (work energy) were interpersonal organisational justice and intrinsic job satisfaction. Regarding employee engagement (work focus), intrinsic job satisfaction and extrinsic job satisfaction were the significant predictors.Practical/managerial implications: Managers and supervisors need to regularly assess, monitor and enhance employees’ perception of organisational justice, job satisfaction and employee engagement. Improving organisational justice within the workplace is likely to result in an increase in job satisfaction and employee engagement, resulting in increased productivity and customer satisfaction.Contribution/value-add: The novelty of this study in Namibia will add to already existing knowledge within industrial and organisational psychology, pave the way for future research and guide the development of interventions aimed at keeping employees satisfied and engaged in their work.
 
Publisher AOSIS
 
Contributor N/A
Date 2018-08-27
 
Type info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion — Survey
Format text/html application/epub+zip application/xml application/pdf
Identifier 10.4102/sajhrm.v16i0.928
 
Source SA Journal of Human Resource Management; Vol 16 (2018); 11 pages 2071-078X 1683-7584
 
Language eng
 
Relation https://sajhrm.co.za/index.php/sajhrm/article/view/928/1581 https://sajhrm.co.za/index.php/sajhrm/article/view/928/1580 https://sajhrm.co.za/index.php/sajhrm/article/view/928/1582 https://sajhrm.co.za/index.php/sajhrm/article/view/928/1578
 
Coverage Windhoek; Namibia 2016 106 bank employees; 97 university administrative staff
Rights Copyright (c) 2018 Wesley R. Pieters https://creativecommons.org/licenses/by/4.0