11th HRM Student Research Symposium 2024

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Subject: search.filters.subject.Organizational Justice

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    IMPACT OF ORGANIZATIONAL JUSTICE & TASK VISIBILITY ON COWORKER SOCIAL LOAFING: A STUDY OF EXECUTIVE LEVEL EMPLOYEES IN ALL THE OUTLETS UNDER LEADING TEXTILE MANUFACTURING COMPANY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fonseka W.H.H.; Ranasinghe, V.R.
    This study examines the influence of organizational justice and task visibility on peer social loafing in the Apparel sector. Social loafing, where effort is reduced in groups, affects teamwork performance and organizational performance. This is a quantitative and cross-sectional study that was conducted with 304 executive employees of a large textile manufacturing company. 170 sample size is selected through Simple random sampling technique. The data was analyzed with SPSS, which used correlation, regression, and descriptive statistics to assess the associations between the variables. The findings of this research, therefore, advocate for the reduction of social loafing among coworkers in organized settings; that is, by enhancing organizational justice and increasing the visibility of tasks in the workplace to increase the necessary engagement and accountability in the team settings. The results emphasize the significance of fairness and transparency in improving team performance and reducing counterproductive work behaviors. Organizations can enhance cooperation through fair resource allocation, transparent task assignment, and efficient performance monitoring. This research adds to the knowledge of group dynamics and provides practical recommendations for enhancing workplace cooperation.
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    IMPACT OF PERCEIVED ORGANIZATIONAL JUSTICE ON EMPLOYEES’ JOB SATISFACTION OF EXECUTIVE LEVEL EMPLOYEES IN ABC TELECOMMUNICATION COMPANY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasekara, V. D.; Devadas, U.M.
    Organizational justice, which is defined as employees’ perception of fairness in the workplace, is very important as it positively affects the work attitude of employees such as job satisfaction, motivation, and commitment. Hence, the purpose of this study was to examine the impact of perceived organizational justice on employees’ job satisfaction in ABC Telecommunication company. The three primary organizational justice dimensions—distributive, procedural, and interactional justice—were measured in the study in relation to employees' job satisfaction. This study was performed in order to achieve research objectives to measure the level of organizational justice and job satisfaction, to investigate the relationship between distributive, procedural, and interactional justice and job satisfaction, and to evaluate the impact of organizational justice on job satisfaction. This study employed post-positivism as a research paradigm and considered all the executive level employees in ABC company as the research population. Using the simple random sampling method, a sample of the study was selected and data collected from 206 respondents from an online survey of self-reported questionnaires. Multiple correlation analysis and multiple regression analysis were conducted to test hypotheses. Through the findings of the study, it was identified that there is a low level of organizational justice and job satisfaction within the company. Further, the results revealed that there is a strong positive correlation between distributive, procedural, and interactional justice and job satisfaction. It was also found that organizational justice has a significant positive impact on job satisfaction. Although all three dimensions had a positive impact on job satisfaction, the study found that interactional justice was the most influential dimension on job satisfaction. The study findings recommended that decision-making processes with clear and reliable policies, open communication with regular updates should be enhanced and that employee satisfaction with perceived justice should be continually assessed and tracked to promote fairness in the organization.