| Abstract: |
The aim of this study was to investigate the impact of organizational justice
on job commitment in Jordanian ministries. Data were collected through a
questionnaire distributed to 450 employees in three Jordanian ministries,
namely, the Ministry of Education; Ministry of Health; and Ministry of Awqaf
Islamic Affairs and Holy Places. Data were analyzed via descriptive, simple
linear regression analysis, and stepwise multiple linear regression analysis.
The hypotheses of the research were tested and the probabilities of their
acceptance were rejection. Findings revealed a statistically significant
impact between organizational justice and job commitimnt. Results also
indicated that informational justice has the highest influential effect on
employee job commitmint, while procedural justice had the lowest impact on it.
Furthermore, this study reports differences between the dimensions of the (OJ)
in their impacts on the dimensions of job commitment. Moreover, the study
found that the three dimensions of organizational justice (information
justice, personal justice, and distributive justice) combined had a higher
predictive capacity of job commitment than that of any independent dimension
or two dimensions of organizational justice. In view of the results, the
researcher gives some recommendations to the decision makers in Jordanian
ministries that may guide them to promote the concept and practice of
organizational justice in their ministries such as the need for increasing the
levels of organizational justice, especially the distributive justice, and
focusing on compatibility of income of the employee with their academic level
and practical experience, in addition to necessity of improving the system of
rewards in the Jordanian ministries because the rewards have a significant
impact on the employees' perception of justice and on her/his interest in
supporting her/his colleagues when doing additional work in the ministry. In
other respects, this study has practical implications for future research such
as attracting attention to the need to study job satisfaction and job
engagement as mediatingvariables of association of employee’s job commitment
with organizational justice. This is in addition to conducting studies similar
to the present one in different environments inside and outside Jordan. |