Organizational justice (OJ) can be regarded as individual conceptions of justice in the workplace. Because it may have a favorable influence on employees and the business as a whole, organizational justice has gotten a lot of attention in the field of study. Employees are assets that every organization owns, and it seeks to get the most out of what they have. Furthermore, employee perceptions of organizational justice can have a favorable impact on the company.
In addition, the organization seeks to increase the talents of its employees to be able to reduce employee retention and improve organizational performance. Furthermore, workers are considered capable of achieving and showing their best performance if there is job security and OJ that leads to employee satisfaction. Workers’ perceptions of fairness related to interactions, procedures, and outcomes are known to be very capable of influencing workers’ behavior and attitudes.
In this regard, it is necessary to conduct further studies on the OJ concept based on the latest studies that have been conducted. This needs to be done to provide a new understanding of the concept of OJ, such as the factors that contribute (antecedents) and become the impact (consequent) of OJ.
OJ research has been conducted in a broad range of areas, backgrounds, and research environments. As a result, each research uses a different definition of OJ. OJ refers to the existence or lack of justice in the workplace. The foundation is based on how people feel about their work and organization. As a consequence, OJ has control over how employees behave. OJ, refers to employees’ perceptions of workplace interactions, processes, and outcomes to attain justice. In this sense, OJ is viewed from the perspective of the individual, and it is concerned not just with fair results, but also with how they are attained.
In line with the two views above, it also emphasize OJ as an individual worker’s feelings, perceptions, and assessments of fairness in the organization. In addition, OJ can also be interpreted as matters relating to the feelings and acceptance of employees in terms of fairness and their reactions to working results in the organization. If employees get something that is following what was successfully done, employees will feel that the organization has treated them fairly. On the other hand, employees who do not get what they deserve will feel unfair. Therefore, OJ can also be said as an employee recognition of organizational justice in terms of returning the organization to the contributions that employees have given as part of the objectivity of organizational decisions and procedures.
To conduct a further study of OJ, a literature review was conducted by examining a topic based on previous studies. The OJ concept in this study includes definitions, dimensions, antecedents, and consequences, as well as research developments. In conducting reference searches, bibliometric techniques were used with VosViewer 1.6.16 software to map OJ topics. However, not all previous studies were used as references in this study. Certain criteria must be met, including:
1. Is a scientific article;
2. Sourced from scientific journals;
3. Published in 2011-2020; and
4. Keywords: Organizational Justice
Based on 27 scholarly studies published between 2011 and 2020, the goal of this study is to learn more about OJ. Though definitions, dimensions, antecedents, and consequences are all discussed, the emphasis is on antecedents and consequents. LMX, OT, and EI are three triggering variables for OJ, according to the results of this study. In general, OJ influences how employees and organizations think, act, and perform. The 27 papers can also be used to follow the evolution of OJ’s study. Meanwhile, OJ’s research has expanded beyond industrial and service businesses to include the health and environment, as well as cross-sectoral study.
With these findings, a conceptual framework for the link between the causes and outcomes of Organizational Justice may be developed. However, by referring to multiple study contexts on Organizational Justice, the framework has to be developed. This is done to establish a more diversified research structure that is tailored to the needs of each organization.
Author: Anis Eliyana
Detailed information from this study can be viewed on our article at :
https://www.ijsmsjournal.org/ijsms-v5i2p108.html (Organizational Justice: A Literature Review)
