The Impact of Organizational Justice in Employee Job Satisfaction: An Applied Study on the Libyan Banking Sector

Abstract

This study aimed to examine the impact of the dimensions of organizational justice (interactional justice, procedural justice, and distributive justice) on the level of job satisfaction among employees in the Libyan banking sector. It also sought to explore the influence of demographic differences among the study sample on their perceptions of organizational justice dimensions and their views on job satisfaction within the banks under study. The study adopted the descriptive-analytical method due to its suitability for the nature, variables, and objectives of the research. This approach allows for both quantitative and qualitative expression of the social phenomenon under investigation. It goes beyond merely collecting data to describe the phenomenon, aiming instead to analyze and uncover the relationships and effects among its dimensions in order to interpret them and reach general conclusions that contribute to improving and developing the current reality. A questionnaire was used to collect data, with 56 questionnaires distributed to a statistically selected sample of employees working in the banking sector, representing the study population. The study found a statistically significant positive relationship between organizational justice in its three dimensions (distributive, procedural, and interactional justice) and job satisfaction among banking sector employees, indicating a high level of job satisfaction. It was also found that the overall perception of organizational justice ranged from moderate to relatively low. Among the dimensions, distributive justice had the strongest impact on job satisfaction, accounting for 47.7% of the variance, followed by procedural justice and then interactional justice to a lesser extent. This highlights the importance of employees' perception of fairness in the distribution of salaries, rewards, and promotions in enhancing their job satisfaction. Furthermore, the results revealed no statistically significant differences in the participants' views regarding the study variables based on gender, educational qualification, years of experience, or job satisfaction. This suggests that perceptions of organizational justice and job satisfaction are relatively consistent across different employee groups.