Thesis (Ph.D.) - Cairo University - Faculty of Commerce - Department of Human Resource Management

Good organizational justice can lead to ideal and favorable outcomes in the workplace. It is expected that employees will be more committed to their organizations if they are treating fairly and received the outcomes they desire. The purpose of this study is to examine the relationship between organizational Justice encompassed by three components (distributive justice, procedural justice and interactional justice) and employees' organizational commitment among Emirati employees in private sectors. The research focused on the perception of justice in the workplace, and how such perceptions predict employees commitment to their workplace. On the other hand this study intends to investigate the impact of three levels of organizational justice (distributive, procedural, interactional) on organizational commitment. This study was conducted in three private organizations in Abu Dhabi. A self-administered questionnaire was distributed randomly to a sample of 227 full-time employees used in this study, and the data was collected accordingly. The completed received questionnaire was from 148 Emiratis employees. The findings show that organizational justice (distributive, procedural, and interactional) is positively, strongly and significantly correlated with dependent variable (employees {u2019}organizational commitment). However, this study highlights the importance of providing justice environment at workplace, to foster the employee's commitment and hence increase productivity. Moreover, the results alert the need for managerial interventions aimed at enhancing perception of fair treatment, processes and interactional relations as well as minimizing turnover intentions

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