This paper is focusing to address the research gape by investigating the “impacts of Organizational justice on engineering employee’s job satisfaction”. Either the OJ has positive links with workers satisfaction or not, this study can explain and provide facts at the end of analysis.

This research work will address the following research questions:

• How Distributive Justice impact on employee job satisfaction?

• How Procedural Justice impact on employee job satisfaction?

• How Interactional Justice impact on employee job satisfaction?

• To investigate the impact of distributive justice on employee job satisfaction.

• To investigate the impact of procedural justice on employee job satisfaction.

• To investigate the impact of interactional justice on employee job satisfaction.

In today, the environment of market is highly competitive. The business world become too short and technology shrink the distances. In this situation, the workers which are working in any organization are educated and much aware about their rights. It is the nature of humanity that to find equality and respect. The 21th century has been going on and employees have more working opportunities across the globe. Today firms understand the strategic value of their human resources. They find the fact that they are only at dominance position in the market with the help of their human capital. Thus the discussion about the topic of organizational justice gets significant importance. OJ is associated with the walk and talk of leaders and management. It is basically the set of promises which makes an organization with their human capita. Some of the scholars describe it as governance of management by equal policies [11] (Nina D. Cole, Douglas H. Flint 2004). Different researchers associate the linkages of different aspects of justice with the well being of workers. Some researchers cited the positive association of OJ with employee job satisfaction. Rules are generals and for all at working place [12] (Zeinabadi, H., & Salehi, K. 2011). Equality minimizes the class struggle in workers against the management. The behaviors of management and low degree of equal career opportunities at working environment will create insatiability in the organizations [2] (Buluc, B., & Gunes, A. M. 2014). Pay the people monetary and non-monetary term fairly according to their performance will increase mental satisfaction of workers. It will cause of organization citizenship behavior [4] (Dr. Ahmad Raza Bilal, Farwa Muqadas and Sumaira Khalid 2015). All human have different types of necessities but foremost after living is to get respect and praise on work. In the contribution of employees is neglected by the administration than it will finally affect the moral of employee and they do not want more stay in the organization. The organizations which are providing praise to their employees and gives appreciation towards their efforts for organization, such organization have low employee turnover ratio and high employee job commitment [12] (Zeinabadi, H., & Salehi, K. 2011). Organizational justice better is explaining by the decisions making operations of the management. If they have no holy cow and all workers have same way of treatment according to one policy hence it will enhance the moral capital of the organization. The employees who are serving at low level will get confidence and their satisfaction with wok increased. For achieving the goal of employees’ job satisfaction, than developed the working conditions and working hours. By providing balance in the life of worker, boots up their commitment with organization. The employees who have less degree of stress from the organization have more degree of work satisfaction [16] (Muhammad Umair akram, Muhammad Hasim, Zubair akram 2015).

Organizational justice is the integration of some elements like that procedural justice. It is basically the transparency of process which is connected with decision making. The complexity with this aspect of organizational justice is that it’s deeply connected with the fairness of process and activities which are being performing. The factors which are considering measuring the Procedural justice like performance management system of organization and appraisal system and degree of person-organization fit [17] (Kamran Nawaz, Mudassar Usman 2018). Act of the organization and the decisions of management are spoken loudly than the written rules and policies. If the organization has no dissonance in written material and its activities at working place so employees trust on the decisions will increase [13] (Mumin, Dayan 2008). If workers are observing that decisions are continuous and free from any biasness than the implementation phase is easy for complex decisions. Rule the working by keeping ethics in consideration will improve the motivation of workers with their tasks. The organization which are free from the biases of gender, ethnicity etc. their employees have low level of stress and misfit at working environment [12] (Zeinabadi, H., & Salehi, K. 2011). When management take an important decision, than it is necessary to get consideration of employees. The participation of employees is increase the quality of implementation phase. Organization has opportunity to answer the workers on their suggestions at the time of discussion in case of any failure. Firms must have capability to address the actual needs of their workers in their strategic decision making process. Company decisions about the career path must be fair and it is highly related with the satisfaction of employees [2] (Buluc, B., & Gunes, A. M. 2014). The process of decision making is transparent and free of any nepotism. In case of such issues when management takes decisions in favor of their biases, it will defame the other positive steps of organization. If the decisions of the organization is moving smoothly and treating the human resource as an asset so it will affect the satisfaction of employees in favorable way. Such type of organization has no job quit ratio and more task commitment [16] (Muhammad Umair akram, Muhammad Hasim, Zubair akram 2015). Findings from different studies confirm the positive repercussions of procedural justice on the satisfaction of employees. After talking those facts into account, this research work is going to formulate the following research hypothesis:

H1: There is a positive relationship between procedural justice and job satisfaction.

H2: There is a positive impact of procedural justice on job satisfaction.

The 2nd component which develops the organizational justice is said to be distributive justice. This element is related with the activities and operation of organization associated with allocation and distribution of resources. Furthermore, the DJ holds the activities which are in the domain of performance management system. The development of performance system, setting of evaluating criteria, using of feedback after getting respond from employees are the part of distributive justice. The process of providing awards to employees according to their contribution in work is called DJ [18] (Chang, E. 2002). Distributive justice enables comparison b/w the work performance of individuals. If the feedback is gathering honestly and will share according to the soul of performance management system than in results it will move forward the level of satisfaction of employees with the work and organization [11] (Nina D. Cole, Douglas H. Flint 2004). The equality in promotions opportunities at working place to employees has positive consequences on job satisfaction of workers. When the employee of an organization observe that they have career path according to their hard work therefore they are feeling relax and satisfied with organization [19] (Anat R., and Monica W., 1999). Strategically investment on employees for their career development, education enhancement, training and development will always affect positively on the job satisfaction of employees. When the working of any company understand that they are invested by organization and the whole profit is not going towards the owners than the leaving ratio of jobs in the organization is minimized [9] (DeConinck, J. B., & Stilwell, C. D. 2004). Fulfillment of needs and minimize the degree of dissonance in defying the needs b/w the organization and employees increasing the job interest of workers. If the workers have more interest in the work so that it is enhanced the degree of outcome [20] (Ghafoor, A., Qureshi, T. M., Khan, M. A., & Hijazi, S. T. 2011). The analysis of different papers and journals found the positive reasons of distributive justice towards the job motivation of employees. Fair rewards affiliating by the organization to its employees has positive connections with individual’s job satisfaction [21] (Ismail Nizam 2016). Control on resources and related utilization decisions increase the job satisfaction of desired level of employees. The employees which are working at top levels of the organization have needed to decide about the allocation and distribution of resources. If the organization fulfills this need fairly than the job commitment is increased [13] (Mumin, Dayan 2008). The following research hypothesis is suggested for testing:

H3: There is a positive relationship between distributive justice and job satisfaction.

H4: There is a positive impact of distributive justice on job satisfaction.

The 3rd component which is being investigated in this research work is called interactional justice. It is also a form of justice which finally cause of organizational justice. It is degree of effectiveness of decisions taken by management. How much the decisions are affected the employees and how much these are taken with clarity [9] (DeConinck, J. B., & Stilwell, C. D. 2004). IJ represent the degree of ideal communication at working place. Is the working conditions are free of barriers? [17] (Kamran Nawaz, Mudassar Usman 2018). The organizations which have low barriers at working place and the communication b/w employees is at greater domain, the workers of such firms have low stress and better understanding of tasks. It is due to workers are able to discuss their issues with other employees so that they get assistance and satisfied from working environment [17] (Kamran Nawaz, Mudassar Usman 2018). There is quite difference b/w the work and organization satisfaction. Different researchers have found the analysis that there is a chance that someone is satisfied with his work but not satisfied in the organization. If the individuals have clear understanding of tasks than his/her performance is increased but it does not mean same individuals are also satisfied with the company [17] (Kamran Nawaz, Mudassar Usman 2018). High degree of communication will decrease the degree of conflicts at working environment [21] (Ismail Nizam 2016). When there is no resistance in communication b/w the workers so that it will affect positively and cause of developing social bonds. It will boot up the leverage of relationships b/w the workers. These factors assure the long stay and high job satisfaction of employees [21] Ismail Nizam (2016). The high rate of communication b/w the workers and management will have positive consequences on the satisfaction of workers. It will enhance the trust of employees on management and remove some sort of small issues. The organizations in which employees have a proper platform to discuss their issues in front on management on desired level so they are not going to join the unions against administration [16] (Muhammad Umair akram, Muhammad Hasim, Zubair akram 2015). When an organization is developed a bias free working environment than the communication and co-ordination is improved and positively connected with workers job satisfaction. After reviewing the findings of previous studies this research work is formulated the following hypothesis:

H5: There is a positive relationship between interactional justice and job satisfaction.

H6: There is a positive impact of interactional justice on job satisfaction.

There are many factors which affecting the job satisfaction of employees at working place. This research work focusing the rate of change in justice and its impacts on the workers job satisfaction. Studies suggested that the theocracy of impacts of decisions in more important and considerable variable in social sciences but not too important in the field of physical sciences [5] (Choong Kwai Fatt, Edward Wong Sek Khin and Tioh Ngee Heng 2010). After the life and security needs, the need of money is the basic purpose of doing the jobs. If an individual is earning according to his basic needs than he will satisfy with his job and continue its doing. But if he has low payments with respect to market, so he will try to leave his jobs. So we can said that rate of paying pay also an influential factor for the job satisfaction of workers [4] (Dr. Ahmad Raza Bilal, Farwa Muqadas and Sumaira Khalid 2015). The degree of available career opportunities in the organization and fair way of selection is also associated with the job satisfaction of employees. If the skilled workers observe that they have no future whether they put too many efforts so they become pessimists from the organization and decide to leave. Such organizations have high rate of turnover where employees have low career chances [9] (DeConinck, J. B., & Stilwell, C. D. 2004). The small organizations whose have not a developed performance management system for the evaluation of employees so that different studies found the fact they have low satisfaction of employees and high rate of turnover. Whether such type of organizations have better communication and satisfy the condition of interactional justice, but the fact is that overall organizational justice is low. Therefore, the fulfillment of any one form of justice is not enough; organizations need to move towards organizational justice to gain the satisfaction of their labor force [22] (Fernandes, C. and Awamleh, R. 2006). The behaviors of managers and supervisors also associated with the job satisfaction of employees. If the managers of an organization are showing respect towards the workers, their acts are bias free, they evaluated the performance of employees honestly, than the co-workers trust will increased and this will move forward the job satisfaction of workers [3] (Bagdadle, Roberson, and Poalele. 2006). Job satisfaction represents the intentions of employees towards their jobs. If the employees shows more interests in doing the tasks and their performance is also satisfactory will be concluded that such workers has high degree of satisfaction with his job [23] (Ambrose, Maureen; Hess, Ronald L.; Ganesan, Shankar 2007). At the end we can discuss the fact that organizational justice has strong positive link with the job satisfaction of employees which is investing in this work also. But it is also considerable fact found in literature that there are some other factors also which play a vital role for the job satisfaction of employees. Others researches works also may be discussed or will discuss these factors.

The sample size of this study is 100 respondents working in three different sugar cane organizations names as Al-Arabia sugar mill, Noon sugar mill and Shakarganj sugar mill manufacturing plants. This research paper associated with its core aim to explore the impact of OJ on engineering workers job satisfaction. Due to this reason, a sample of 100 electrical workers is taking. These all employees are working in department of electrical in their organizations. Random sampling technique is used for data collection. The respondents must be full-time employee and have minimum 2 years of work experience in the organization.

The survey questionnaire is distributed among the electrical employees after obtaining prior approval from the relevant authority of the organization. Data are collected once they have completed the questionnaires. By using SPSS, these are the analysis which done like descriptive statistics, reliability measures; multiple correlation and regression to test the study hypotheses.

In this research Figure 1 shows model for research respondent which be shown in Table 1 and Figure 2. Sample size is taking to complete this research is 100.

Result shows three levels of educational levels (Bachelor, Graduate and Post graduate). The feedback which being covered id demonstrated in Table 2 and Figure 3. Bachelor are 19%, Graduate 49% and Post Graduate are 32%.

Respondent are dividing into four groups of age (21 - 30, 31 - 40, 41 - 50, and 51 - 60) for talking their respond on questionnaire. The results are describing the age domain in Table 3 and Figure 4.

Mean is defined as a central point of data. Table 4 showed the mean & standard deviation for whole organizational justice and job satisfaction. The mean score of distributive justice is 15.95, procedural justice is 17.95, interactional justice is 25.80 and job satisfaction is 16.30. Result showed that most of respondent were agree that organizational justice have more impact on job satisfaction. Employee will more satisfy if high degree of organizational justice will exists.

Table 5 summarized that α-reliability statistic of the instruments used in the study for testing the variables. Table 5 shows that Chronbach’s α value for distributive justice is 0.704. Similarly, Chronbach’s α value of 0.719 for procedural justice and the value of interactional justice is 0.737 and cronbach’s value for job satisfaction is 0.761.

Table 6 shows the co-relation. Co-relation is the degree of relationship b/w two variables. The range of relationship is from 1 to −1. 0 describe that no

relation is exist b/w the variables. In mentioned table, the results show strong positive relationship organizational justice and job satisfaction of employees. Distributive justice has strong positive relationship with job satisfaction the value is 0.411**. Similarly procedural justice value is 0.319** and interactional justice value is 0.551**.

R value represent the leverage of relationship b/w the variables. The values in Table 7 describing that it comes from 0.41 to 0.55. It is clarifying the fact that organizational justice hold strong positive relation with job satisfaction.

(Table 8) ANOVAa is the degree of fitness of testing model. F value shows the fitness of table. The values of F for all variables are showing in the table describing the fitness of this research work.

Regression is defined as the degree of effectiveness of independent variable on dependent variable. Table 9 shows the positive relationship between organizational justice and job satisfaction. DJ, PJ and IJ are independent variable and job satisfaction is dependent variable. Result shows that if there is one unit change in distributive justice than it would change 41.1% increase in employee job satisfaction. Result shows the positive relationship between dependent and independent variables.

Table 10 shows the relationship between procedural justice and job satisfaction. Procedural justice effect to job satisfaction, if degree of procedural justice

high than employees is more satisfied because it relationship is positive. Changes in procedural justice will affect 31.9% increase in employee job satisfaction.

The above mentioned three tables are holding three different values for beta. It means that change in independent variable affect the dependent variable in respective way respectively. For the last Table 11 of interactional justice hold the beta value of 0.55% that means IJ affect the job satisfaction in this ratio. It relation is positive.

The research model revealed important findings regarding impact of organizational justice on job satisfaction. By comparing these results with previous studies the fact become clear that the organizational justice has positive link with the job satisfaction of employees. This present revealed that organizational justice has positive impact on the college employee’s job satisfaction. It mean if employees find the level of existence of organizational justice in the organization then employee feels more satisfied in term of pay, rewards, decision etc. Result proved that employee were more satisfied when they perceived their outcomes and rewards to be rational as compared to those employees who consider their reward and outcomes as unfair. If employee feels unhappiness regarding their reward they may decide to leave the organization [25] (Sieger, P., Bernhard, F.,

& Frey, U. 2011). If the employees are treating in the working environment fairly they are much motivated and work satisfied [12] (Zeinabadi, H., & Salehi, K. 2011). There is positive significant relationship found in this study b/w organizational justice and job satisfaction. The researchers found the positive consequences of organizational justice with employee work satisfaction. It is due to employees have more career path is available in such type of organizations [7] (Mahboob F. and Khan B. 2017). When the workers have better control on resources and firm is evaluating the individual’s performance with clarity. As a result, firm employees are more satisfied with respect to others. The results are not different and surprising because they are also second the past researches. Most of past studies results are consistent with our research findings. The findings of our research is consistent with across the globe research on this topic in different settings enhanced the creditability of this paper. It is due to it is the nature of humanitarian that they want justice in each and every setting. But some factors are important to consider when doing research on this topic. Person-organization fit is a systematic approach of organization for selection of related employees for work affects procedural justice as well. If an employee is selected wrongly for work or an un-related person is chooses for work then the element of fairness evaluation neglected [17] (Kamran Nawaz, Mudassar Usman 2018). Impact of Organizational justice on job satisfaction is positive where organizational justice is more employees’ job satisfaction.