Explaining the effect of Organizational Justice on Job Satisfaction and Work Performance

The aim of this research is to investigate the effect organizational justice on work performance and job satisfaction. purpose study examine nature, strength significance links between justice, satisfaction .Previous researchers have conducted Organization as separate concepts, few them attempted them. To date, there a lack evidence regarding relationships these three variables. literature review shows that employees’ perceptions fairness in all processes practices are assumed influence their behavior outcomes. In order achieve research, Quantitative method has been used through conducting questionnaires among employees. 400 employees were participants, with following results. First, results showed distributive Procedural Interactional insignificantly affecting Job Satisfaction. Secondly, performance. These suggest managers should pay workers what they deserve , follow open fair procedures offer voice meet regularly conduct employee surveys keep an on-open door policy. Managers must distribute functions, tasks duties equally, fairs outcome, addition developing appropriate rules regulations decision making lastly care about build manager-employee communication. . Therefore, Employee influenced by (fairness distribution, method, interaction). Employee’s demographic career backgrounds designed moderators.