RELATIONSHIP STUDY OF ORGANIZATIONAL JUSTICE, OCB, & PSYCHOLOGICAL WELL-BEING OF EMPLOYEES

Abstract

The discourse on management has increasingly focused on the performance of the organizations to meet the challenges of global competition. Organizations have initiated intervening strategies for providing primed quality of work life to sustain potential employees for heightened • productivity and performance, which, consequently, leads to well-being of employees at workplace. But currently, in organizational behavior, very few researches have been initiated to delineate the psychological well-being of employees, from the perspective of life satisfaction. For this, it has been proposed that the relationship between the employee and the employer must be collegial and this is feasible if there is perception of justice (Distributive Justice, Procedural Justice, and Interactional Justice) within organization and the employees exhibit citizenship behaviors (Altruism, Courtesy, Civic Virtue Conscientiousness, Sportsmanship), which lubricate the social and psychological fabric ofthe organization along with cumulated efficiency and productivity. Although, there are myriad of researches which have suggested ways through which employees can perceive justice within organizations and exhibit citizenship behaviors at workplace, but the question that spurts is to what extent these positive attitudinal behaviors (justice and citizenship behaviors) have spillover effect on the psychological well-being (Environmental Mastery, Personal Growth, Positive Relations with Others, Purpose in Life, Self-Acceptance) (Ryff, 1989) of employees, in terms of life satisfaction. This moulds an individual competent enough to face the existential challenges of life and represents the best of human condition. Thus, an initiative has been taken to propel this quest and void that how positive attitudinal behaviors at 11 workplace have spillover effects on the psychological well-being of employees. The purpose of this research is to study the relationship of organizational justice (distributive justice, procedural justice, and interactional justice) and organizational citizenship behaviors (altruism, courtesy, civic virtue conscientiousness, sportsmanship) with the psychological well-being (environmental mastery, personal growth, positive relations with others, purpose in life, self-acceptance) of employees, from the perspective of life satisfaction. And to what extent these positive attitudinal behaviors at workplace influence well-being of employees. The study was conducted on a sample of 200 managers working in different organizations and convenient purposive sampling was used to conduct the study. The study has been conducted on the basis of two proposed models which state that antecedents of fairness perceptions and citizenship behaviors at workplace have correlational or spillover effect on the psychological well-being of employees and would also predict psychological well-being of employees, from the perspective of life satisfaction. The model has been tested on the basis of Principal Component Analysis, Pearson correlation and Stepwise Regression Analysis The results suggested that the relationship of justice perceptions with psychological well-being of employees is sparse and showed less variance in influencing well-being, from the perspective of life satisfaction. Some dimensions of justice correlated significantly with the dimensions of psychological well-being and lowcorrelations have beensubjected to methodological reasons. Similarly, relationship ofcitizenship behaviors with psychological well-being ofemployees has been found to be significant and has also significantly influenced the well-being of employees and in supports the viewpoint that positive attitude behaviors at workplace have definitely spillover effects on the psychological well-being of employees. This study provides guidelines to help managers understand better the psychological needs of the employees that lead to eudaimonistic well-being and enhance human functioning and develop them as global citizens. Limitations and future research are also forwarded with the viewpoint that organizations must move beyond the formal business outcomes and find how work organizations can contribute to an individual's well-being. In other words, we can say that individual's life outside work must be an important concern for the organization.