The effects of organizational justice dimensions on facets of job engagement

Abstract

Purpose

This study aims to examine the relationship between four dimensions of organizational justice (distributive, procedural, interpersonal and informational) and the three facets of job engagement (physical, cognitive and emotional).

Design/methodology/approach

A cross-sectional approach was used to survey a sample of 281 professionals in information technology who resided in the southern part of India and varied on experience, age and gender. Data was analyzed by employing the partial least squares structural equation modeling (PLS-SEM) approach.

Findings

The result emphasizes the individual role of each justice dimension on three job engagement facets, which suggests that all four dimensions of organizational justice have positive effects on physical, cognitive and emotional job engagement.

Originality/value

The current study contributes to the literature by examining all three job engagement dimensions and provides evidence that distributive, procedural, interpersonal and informational justices are significant predictors of physical, cognitive and emotional job engagement.

Citation

Deepa, S.M. (2020), "The effects of organizational justice dimensions on facets of job engagement", International Journal of Organization Theory & Behavior, Vol. 23 No. 4, pp. 315-336. https://doi.org/10.1108/IJOTB-05-2019-0066