Job Satisfaction among Millennials: The Role of Procedural, Distributive, and Interactional Justice

Rahul A. Kamble; Ritesh Kumar; Surbhi Chalise

doi:10.65301/iitm.2020.11.2.627

Articles Volume 11, Issue 2 July-December 2020

DOI 10.65301/iitm.2020.11.2.627

Job Satisfaction among Millennials: The Role of Procedural, Distributive, and Interactional Justice

Authors

Independent Research Scholar, Doctorate from School of Management and Labour Studies, Tata Institute of Social Sciences Doctoral Student, School of Management and Labour Studies, Tata Institute of Social Sciences HR Recruiter, Cognizant Technology Solutions

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39 Downloads

Published 2020-07-30

Pages 20-26

Abstract

The authors examined the relationship between organizational justice and job satisfaction among millennial managerial
employees. Three forms of justice: the procedural, distributive and interactional were individually investigated
questionnaires to predict job satisfaction among 303 employees of  ve bank employees. The study shows a positive
association between organizational justice and job satisfaction. All the three forms of justice: procedural, distributive
and interactional forms showed a signi cant relationship with job satisfaction. The data reveals job satisfaction
among millennial junior managerial employees depends upon organizational justice.
Though the study was conducted in Mumbai Metropolitan multi-cultural environment, it may be expected that the
 ndings may have relevance on a broader scale to other sectors and may be attempted to develop a new organizational
justice model for millennial employees.

Keywords

Organizational justice Job satisfaction Private banks Millennial

References

Ali, N., & Jan, S. (2012). Relationship between organisational justice and organisational commitment and turnover intentions amongst medical representatives of pharmaceuticals companies of Pakistan. Journal of Managerial Sciences, 6(2), 202–2012.
Aryee, S., Chen, Z. X., & Budhwar, P. S. (2004). Exchange fairness and employee performance: An examination of the relationship between organisational politics and procedural justice. Organisational Behaviour and Human Decision Processes, 94(1), 1–14.
Balda, J. B., & Mora, F. (2011). Adapting leadership theory and practice for the networked, millennial generation. Journal of Leadership Studies, 5(3), 13–24.
Bal, P. M., de Lange, A. H., Ybema, J. F., Jansen, P. G. W., & van der Velde, M. E. G. (2011). Age and trust as moderators in the relation between procedural justice and turnover: A large-scale longitudinal study. Applied Psychology, 60(1), 66–86.
Bies, R. J. (2001). Interactional (in)justice: The sacred and the profane. Advances in Organisational Justice, 89–118.
Blader, S. L., & Tyler, T. R. (2009). Testing and extending the group engagement model: linkages between social identity, procedural justice, economic outcomes, and extrarole behaviour. Journal of Applied Psychology, 94(2), 445.
Buckley, Viechnicki, & Baruahttp (2014). The 2016 Deloitte Millennial Survey.
Colquitt, J. A. (2001). On the dimensionality of organisational justice: a construct validation of a measure. Journal of Applied Psychology, 86(3), 386.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organisational justice research. Journal of Applied Psychology, 86(3), 425–445. doi:10.1037//0021-9010.86.3.425
Crawshaw, J. R., Van Dick, R., & Brodbeck, F. C. (2012). Opportunity, fair process and relationship value: career development as a driver of proactive work behaviour. Human Resource Management Journal, 22(1), 4–20.
Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organisational justice. Academy of Management Perspectives, 21(4), 34–48.
DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor support, perceived organisational support, and organisational justice on turnover among salespeople. Journal of Personal Selling & Sales Management, 29(4), 333–350.
De Cremer, D., & Van Hiel, A. (2008). Procedural justice effects on self-esteem under certainty versus uncertainty emotions. Motivation and Emotion, 32(4), 278–287.
Folger & Greenberg (1985). Procedural justice: An interpretative analysis of personnel systems. In Rowland, K. M. & Ferris, G. R. (Eds.), Research in Personnel and Human Resources Management, Vol. 3. JAI Press.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reaction to pay raise decisions. Academy of Management, 32(1), 115–130.
Goldman, B. M. (2003). The application of referent cognitions theory to legal-claiming by terminated workers: The role of organisational justice and anger. Journal of Management, 29(5), 705–728.
Greenberg, J. (1987). A taxonomy of organisational justice theories. Academy of Management Review, 12(1), 9–22.
Greenberg, J. (1990). Organisational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399–432.
Hall, M., & Smith, D. (2009). Mentoring and turnover intentions in public accounting firms. Accounting, Organisations and Society, 34(6–7), 695–704.
Herda, D. N., & Lavelle, J. J. (2012). The auditor–audit firm relationship and its effect on burnout and turnover intention. Accounting Horizons, 26(4), 707–723.
Hershatter, A., & Epstein, M. (2010). Millennials and the world of work. Journal of Business and Psychology, 25(2), 211–223.
Howe, N., & Strauss, W. (2000). Millennials Rising: The Next Great Generation. New York: Vintage.
Johnson, J. A., & Lopes, J. (2008). The international workforce revisited. Organisation Development Journal, 26(1), 31–36.
Kickul, J. R., Neuman, G., Parker, C., & Finkl, J. (2001). Settling the score: The role of organisational justice in psychological contract breach. Employee Responsibilities and Rights Journal, 13(2), 77–93.
Konovsky, M. A. (2000). Understanding procedural justice and its impact. Journal of Management, 26(3), 489–511.
Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice. Journal of Personality and Social Psychology, 59(5), 952.
Lind, E. A., & Tyler, T. R. (1988). The Social Psychology of Procedural Justice. Plenum Press.
Leventhal, G. S., Karuza, J. J., & Fry, W. R. (1980). Beyond fairness: A theory of allocation preferences. In Mikkula, G. (Ed.), Justice and Social Interaction, Springer-Verlag, 167–218.
Lipponen, J., Olkkonen, M.-E., & Moilanen, M. (2004). Perceived procedural justice in an organisational merger. European Journal of Work and Organisational Psychology, 13(3), 391–413.
Marks, M. L., & Mirvis, P. H. (2001). Making mergers work. Academy of Management Perspectives, 15(2), 80–92.
McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction. Academy of Management Journal, 35(3), 626–637.
Moorman, R. H. (1991). Relationship between organisational justice and organisational citizenship behaviours. Journal of Applied Psychology, 76(6), 845.
Mowday, R. T., Porter, L. W., & Steers, R. (1982). Organisational linkages. Academic Press.
Murray, A. (2011). Mind the gap: Technology, millennial leadership and cross-generational workforce. Australian Library Journal, 60(1), 54–65.
Parker, R. J., Nouri, H., & Hayes, A. F. (2011). Distributive justice and turnover intentions. Behavioural Research in Accounting, 23(2), 169–186.
Patricia Buckley, Dr. Peter Viechnicki, & Akrur Baruahttp (2015). A New Understanding of Millennials.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases. Journal of Applied Psychology, 88(5), 879–903.
Schullery, N. M. (2013). Workplace engagement and generational differences. Business Communication Quarterly, 76(2), 252–265.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace. Journal of Applied Psychology, 82(3), 434–443.
Tyler, T. R., & Blader, S. L. (2003). The group engagement model. Personality and Social Psychology Review, 7(4), 349–361.
Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M. (1998). Managers as initiators of trust. Academy of Management Review, 23(3), 513–530.

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Rahul A. Kamble, Ritesh Kumar, Surbhi Chalise . (2020). Job Satisfaction among Millennials: The Role of Procedural, Distributive, and Interactional Justice. IITM Journal of Management and IT, 11(2), 20-26.

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[1] Ali, N., & Jan, S. (2012). Relationship between organisational justice and organisational commitment and turnover intentions amongst medical representatives of pharmaceuticals companies of Pakistan. Journal of Managerial Sciences, 6(2), 202–2012.

[2] Aryee, S., Chen, Z. X., & Budhwar, P. S. (2004). Exchange fairness and employee performance: An examination of the relationship between organisational politics and procedural justice. Organisational Behaviour and Human Decision Processes, 94(1), 1–14.

[3] Balda, J. B., & Mora, F. (2011). Adapting leadership theory and practice for the networked, millennial generation. Journal of Leadership Studies, 5(3), 13–24.

[4] Bal, P. M., de Lange, A. H., Ybema, J. F., Jansen, P. G. W., & van der Velde, M. E. G. (2011). Age and trust as moderators in the relation between procedural justice and turnover: A large-scale longitudinal study. Applied Psychology, 60(1), 66–86.

[5] Bies, R. J. (2001). Interactional (in)justice: The sacred and the profane. Advances in Organisational Justice, 89–118.

[6] Blader, S. L., & Tyler, T. R. (2009). Testing and extending the group engagement model: linkages between social identity, procedural justice, economic outcomes, and extrarole behaviour. Journal of Applied Psychology, 94(2), 445.

[7] Buckley, Viechnicki, & Baruahttp (2014). The 2016 Deloitte Millennial Survey.

[8] Colquitt, J. A. (2001). On the dimensionality of organisational justice: a construct validation of a measure. Journal of Applied Psychology, 86(3), 386.

[9] Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organisational justice research. Journal of Applied Psychology, 86(3), 425–445. doi:10.1037//0021-9010.86.3.425

[10] Crawshaw, J. R., Van Dick, R., & Brodbeck, F. C. (2012). Opportunity, fair process and relationship value: career development as a driver of proactive work behaviour. Human Resource Management Journal, 22(1), 4–20.

[11] Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organisational justice. Academy of Management Perspectives, 21(4), 34–48.

[12] DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor support, perceived organisational support, and organisational justice on turnover among salespeople. Journal of Personal Selling & Sales Management, 29(4), 333–350.

[13] De Cremer, D., & Van Hiel, A. (2008). Procedural justice effects on self-esteem under certainty versus uncertainty emotions. Motivation and Emotion, 32(4), 278–287.

[14] Folger & Greenberg (1985). Procedural justice: An interpretative analysis of personnel systems. In Rowland, K. M. & Ferris, G. R. (Eds.), Research in Personnel and Human Resources Management, Vol. 3. JAI Press.

[15] Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reaction to pay raise decisions. Academy of Management, 32(1), 115–130.

[16] Goldman, B. M. (2003). The application of referent cognitions theory to legal-claiming by terminated workers: The role of organisational justice and anger. Journal of Management, 29(5), 705–728.

[17] Greenberg, J. (1987). A taxonomy of organisational justice theories. Academy of Management Review, 12(1), 9–22.

[18] Greenberg, J. (1990). Organisational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399–432.

[19] Hall, M., & Smith, D. (2009). Mentoring and turnover intentions in public accounting firms. Accounting, Organisations and Society, 34(6–7), 695–704.

[20] Herda, D. N., & Lavelle, J. J. (2012). The auditor–audit firm relationship and its effect on burnout and turnover intention. Accounting Horizons, 26(4), 707–723.

[21] Hershatter, A., & Epstein, M. (2010). Millennials and the world of work. Journal of Business and Psychology, 25(2), 211–223.

[22] Howe, N., & Strauss, W. (2000). Millennials Rising: The Next Great Generation. New York: Vintage.

[23] Johnson, J. A., & Lopes, J. (2008). The international workforce revisited. Organisation Development Journal, 26(1), 31–36.

[24] Kickul, J. R., Neuman, G., Parker, C., & Finkl, J. (2001). Settling the score: The role of organisational justice in psychological contract breach. Employee Responsibilities and Rights Journal, 13(2), 77–93.

[25] Konovsky, M. A. (2000). Understanding procedural justice and its impact. Journal of Management, 26(3), 489–511.

[26] Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice. Journal of Personality and Social Psychology, 59(5), 952.

[27] Lind, E. A., & Tyler, T. R. (1988). The Social Psychology of Procedural Justice. Plenum Press.

[28] Leventhal, G. S., Karuza, J. J., & Fry, W. R. (1980). Beyond fairness: A theory of allocation preferences. In Mikkula, G. (Ed.), Justice and Social Interaction, Springer-Verlag, 167–218.

[29] Lipponen, J., Olkkonen, M.-E., & Moilanen, M. (2004). Perceived procedural justice in an organisational merger. European Journal of Work and Organisational Psychology, 13(3), 391–413.

[30] Marks, M. L., & Mirvis, P. H. (2001). Making mergers work. Academy of Management Perspectives, 15(2), 80–92.

[31] McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction. Academy of Management Journal, 35(3), 626–637.

[32] Moorman, R. H. (1991). Relationship between organisational justice and organisational citizenship behaviours. Journal of Applied Psychology, 76(6), 845.

[33] Mowday, R. T., Porter, L. W., & Steers, R. (1982). Organisational linkages. Academic Press.

[34] Murray, A. (2011). Mind the gap: Technology, millennial leadership and cross-generational workforce. Australian Library Journal, 60(1), 54–65.

[35] Parker, R. J., Nouri, H., & Hayes, A. F. (2011). Distributive justice and turnover intentions. Behavioural Research in Accounting, 23(2), 169–186.

[36] Patricia Buckley, Dr. Peter Viechnicki, & Akrur Baruahttp (2015). A New Understanding of Millennials.

[37] Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases. Journal of Applied Psychology, 88(5), 879–903.

[38] Schullery, N. M. (2013). Workplace engagement and generational differences. Business Communication Quarterly, 76(2), 252–265.

[39] Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace. Journal of Applied Psychology, 82(3), 434–443.

[40] Tyler, T. R., & Blader, S. L. (2003). The group engagement model. Personality and Social Psychology Review, 7(4), 349–361.

[41] Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M. (1998). Managers as initiators of trust. Academy of Management Review, 23(3), 513–530.