DOES FAIRNESS AT WORK MATTER? AN EMPIRICAL ANALYSIS OF ORGANIZATIONAL JUSTICE AND EMPLOYEES’ TASK PERFORMANCE AT GOMAL UNIVERSITY, DERA ISMAIL KHAN

Abstract

The study examines how task performance is affected by organizational justice (procedural justice, distributive justice, and interactional justice).  According to the study, organizational justice significantly and positively impacts organizational performance. The main aim of this thesis is to investigate the relationship between organizational justice and task performance. Cameron's model, social exchange theory, and Adam's Equity theory are used to explain organizational justice and task performance. A five-point Likert scale and a questionnaire with a sample size of 181 were used to collect data. Respondents filled out a questionnaire to provide information on the Gomal University area of Dera Ismail Khan, Khyber Pakhtunkhwa. In this investigation, Correlation and regression analysis were used to examine the data. According to the study's results, organizational justice significantly and positively impacts organizational performance. The results of this research will benefit not just academics but also business executives. Employees will be more motivated to perform their tasks in an environment of justice and trust are established in the workplace, improving the organization's effectiveness. Along with organizational performance, future studies may look at turnover intention as a result. It might also be reproduced in other service sectors worldwide and studied cross-nationally to increase generalizability.