ORGANIZATIONAL JUSTICE AND BEHAVIORAL OUTCOMES: DOES DOMINANT ORGANIZATIONAL CULTURE MODERATE THE RELATIONSHIP? A STUDY ACROSS PUBLIC AND PRIVATE SECTOR ORGANIZATIONS.

Dr. Neha Jain

Abstract


This paper examines the moderating role of organizational culture on the relationship between organizational justice and
outcome variables: job satisfaction, subjective well being and absenteeism. The sample consisted of 138 employees from
private and public sector organizations. The organizations selected were perceived by employees to be high on autocratic culture. The analysis
focused on measuring the differential effects of organizational justice on the three outcome variables as a function of the moderator variable which
in this case was organizational culture. The results of multiple regression analysis showed signicant moderating effects of autocratic culture on
the relationship between organizational justice and job satisfaction. For subjective well -being and absenteeism moderating effects of autocratic
culture were not found to be signicant. Analysis carried out across two sectors i.e. public and private sector organizations showed no differences.


Keywords


organizational justice, organizational culture, moderator analysis

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