The Influence of Organisational Justice on Employee Performance in the Organised Private Sector of the Nigeria Economy

Abstract

This study examined the Influence of Organisational Justice on Employee Performance in the Organised Private Sector of the Nigeria Economy. This study employs a quantitative research design, using a survey approach to collect data from 107 Respondents from the Organised Private Sector. The questionnaire was administered online, and participants were invited via email and social media. The analysis revealed a significant positive correlation (r = 0.674, p < 0.000) between distributive justice and employees' performance. This indicates that when employees perceive that outcomes and rewards are distributed fairly within the organization, their performance improves. Also, Procedural justice showed an even stronger positive correlation with employees' performance (r = 0.718, p < 0.000). This suggests that when employees believe that the processes and procedures used to make decisions are fair, their performance is significantly enhanced. Interactional justice also had a significant positive correlation with employees' performance (r = 0.681, p < 0.000). The study recommended that organizations can improve employee performance by putting in place fair and transparent remuneration structures, assessing and modifying reward programmes regularly to align them with market norms and employee contributions, and creating recognition initiatives that honour and recognize staff members for their efforts and accomplishments.