An Exploration of the Relationship between Organizational Justice and Employee Well-being

Abstract

This practical research focuses on the connection between “organizational justice” and “employee well-being”, which is examined in detail in a three-wave survey of 500 employees. Based on the (Structural Equation Modeling) SEM analysis, the present research aims to investigate how “distributive”, “procedural”, and “interactional justice” affect Physical, Psychological, and Social health respectively. Thus, the present study establishes that fairness perceptions positively influence employee well-being where trust in management acts as a moderator and organizational culture as a moderator. A set of semi-structured interviews provides more nuanced findings that explain how justice perceptions lead to people’s well-being, especially stressing the aspects of openness, regularity, and polite communication. Thus, the findings of this study support the importance of organizational justice in the maintenance of a healthy and efficient workforce. The work offers practical recommendations for managers and HR specialists based on the idea that fairness policies and practices in an organization are beneficial for the employees’ well-being, satisfaction, and performance. The research also suggests that future work should examine moderators, mechanisms, and time lags to expand the theory of organizational justice in the given organization.