The Support of Individualized Consideration in relationship between Interactional Justice and Employee Performance

Irfan Ullah Khan, Mukramin Khan, Muhammad Saqib Khan

Abstract


The interactional justice is the fairness in implementation of organizational decisions, policies, methods and procedures or simply the interrelationships between the management and employees. Obviously, at the group level, interactional justice determines the employees satisfaction from the leadership and management behavior, which leads to the better employees performance. Further, individualized consideration of each employee by the leadership and management, motivates the employee to make the individual contributions to the organizational performance. It is argued that individualized consideration supports if the employees are generally pleased with the interactional justice they are receiving from organizational authorities. The group motivation is possible over general perception of interactional justice, while individualized consideration can inspire every single employee to work with concentration. The current study tests these assumptions of positive relationship between interactional justice and employee performance, mediated by individualized consideration. The results of study are significant and offer strong discussions and conclusions regarding the impacts of the issue on organizational behavior and performance.


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