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Organizational justice and employee engagement: Exploring the linkage in public sector banks in India

Piyali Ghosh (School of Management Studies, Motilal Nehru National Institute of Technology, Allahabad, India)
Alka Rai (School of Management Studies, Motilal Nehru National Institute of Technology, Allahabad, India)
Apsha Sinha (School of Management Studies, Motilal Nehru National Institute of Technology, Allahabad, India)

Personnel Review

ISSN: 0048-3486

Article publication date: 27 May 2014

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Abstract

Purpose

The purpose of this paper is to explore whether perceptions of distributive, procedural and interactional justice are related to employee engagement, as an extension of the antecedents-consequences model of Saks (2006), and to examine the possibility of inter-relationships between these three dimensions of justice.

Design/methodology/approach

A survey of 210 employees of public sector banks in India covered measures of job and organization engagement (OE) proposed by Saks (2006) and the scale on distributive, procedural and interactional justice developed by Niehoff and Moorman (1993). The relationships between justice perceptions and engagement were analysed using correlations and hierarchical regression analysis.

Findings

Results show that distributive, procedural and interactional are inter-related with each other. Further, distributive and interactional justice take precedence over procedural justice in determining job engagement, while distributive justice plays the most important role in determining OE, followed by procedural and interactional justice.

Practical implications

By highlighting the inter-relationships among the three dimensions of justice, this study offers useful insights into the underlying processes through which job and OE can be improved through these inter-relationships. Findings also highlight the application of concepts like relative deprivation in Indian public sector banks to increase the engagement levels of their employees.

Originality/value

This paper adds to the very small number of studies that have investigated the role of interactional justice in enhancing job and OEs. It has also established inter-relationships between the three dimensions of organizational justice and their individual roles in determining job and OEs.

Keywords

Citation

Ghosh, P., Rai, A. and Sinha, A. (2014), "Organizational justice and employee engagement: Exploring the linkage in public sector banks in India", Personnel Review, Vol. 43 No. 4, pp. 628-652. https://doi.org/10.1108/PR-08-2013-0148

Publisher

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Emerald Group Publishing Limited

Copyright © 2014, Emerald Group Publishing Limited

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