Abstract
The basic objective of this study was to find out the impact of distributive justice and
procedural justice on employees’ outcomes. Organizational Justice Questionnaire
(Niehoff and Moorman, 1993), Organizational Commitment Questionnaire (Porter et al.,
1974), Job Satisfaction Scale (Singh and Sharma, 1999) and Turnover Intention Scale
(Cammann et al, 1979) were used for data collection. Statistical Package for Social
Sciences (SPSS 15 Version) was used for data operation. Pearson Correlation shows that
organizational justice (distributive justice and procedural justice) has a significant
relationship with employees’ outcomes which are commitment, job satisfaction and
turnover intention. Regression analysis shows that 34%, 28% and 41% of the variance in
employees’ job satisfaction, commitment and turnover intention respectively can be
attributed to distributive justice and procedural justice.
Dr Gohar Zaman, Nadar Ali, Nazim Ali. (2010) Impact of Organizational Justice on Employees Outcomes: An Empirical Evidence, Abasyn Journal of Social Sciences, Volume-03, Issue-1.
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