The Association of Organizational Justice and Organizational Commitment with Organizational Trust as a mediating factor; Employees Perceptions in Universities

Abstract

Objective: This quantitative study aims to investigate the employees’ perceptions with respect to the organizational justice, organizational trust and organizational commitment.

Research Gap: The research on organizational justice, organizational trust and organizational commitment is scarce particularly in higher education sector.

Design/Methodology/Approach: The article administered a survey questionnaire on 201 faculty members to study the relationship among variables in the higher education sector particularly universities in Lahore, Pakistan. The questionnaire consisted of 72 questions primarily using 7-point and 5-point Likert scale.

The Main Findings: One way ANOVA explained the variation among the age, academic positions, and job tenure. Significant relationship among the variables was found using Pearson’s Product Moment Correlation and path coefficients. The research shows differences in employees’ perception with regard to organizational justice, trust, and commitment.

Theoretical / Practical Implications of the Findings: This study offers valuable insights into the literature of and the relationships between organizational justice, trust, and commitment. Also, it unfolds dimensions to improve the organizational performance and employee productivity. Actionable strategies may set in place addressing gender disparities through mentorship, transitioning temporary roles to permanent ones, standardizing processes for evaluations, and fostering authentic leadership.

Originality/Value: The study research also presents insights for the academic sector for improvement of organizational values and behavior. The research is limited to faculty and doesn’t include administrative staff. The research can be conducted in manufacturing and other service sectors to better understand the phenomenon of interest.