Article: Impact of organisational justice on perception of ability-job-fit in a changing environment Journal: International Journal of Intelligent Enterprise (IJIE) 2022 Vol.9 No.1 pp.24 - 40 Abstract: This quantitative study aims to investigate the relationship among procedural justice (PJ), distributive justice (DJ) and perceived-ability-job-fit. Data were collected by using multi-stage sampling from 274 Class-I government employees. The scales developed by Sweeney and MaFarlin (1997) for 'Procedural-distributive justice (IV)' and Abdel-Halim (1981) for 'ability-job-fit (DV)' were selected. The respondents have positive perception about their ability to perform the job and they are optimistic about the fairness of prevailing procedures and distribution of rewards followed by their organisation which is indicated by high mean scores. The positive 'DJ' and 'PJ' perceptions proportionately increase the perception of ability-job-fit. Multiple-regression analysis indicated that two independent variables (DJ-PJ) explained the variance in perceived-ability-job-fit. The perception of PJ is making a statistically significant unique contribution to the prediction of the perceived-ability-job-fit. The employees can reduce the stress by understanding the 'fit-concepts'. The HR can predict the behaviour of their employees by executing the fairness practices in the system. The top-management can win trust and thereby expect support from their employees, even during dynamic/volatile business environments by implementing appropriate 'PJ' in the organisation. However, there are several concerns while generalising the findings of this study. Inderscience Publishers - linking academia, business and industry through research

Title: Impact of organisational justice on perception of ability-job-fit in a changing environment

Authors: Mrinali Tikare

Addresses: Chetana's Institute of Management, Bandra, Mumbai, India

Abstract: This quantitative study aims to investigate the relationship among procedural justice (PJ), distributive justice (DJ) and perceived-ability-job-fit. Data were collected by using multi-stage sampling from 274 Class-I government employees. The scales developed by Sweeney and MaFarlin (1997) for 'Procedural-distributive justice (IV)' and Abdel-Halim (1981) for 'ability-job-fit (DV)' were selected. The respondents have positive perception about their ability to perform the job and they are optimistic about the fairness of prevailing procedures and distribution of rewards followed by their organisation which is indicated by high mean scores. The positive 'DJ' and 'PJ' perceptions proportionately increase the perception of ability-job-fit. Multiple-regression analysis indicated that two independent variables (DJ-PJ) explained the variance in perceived-ability-job-fit. The perception of PJ is making a statistically significant unique contribution to the prediction of the perceived-ability-job-fit. The employees can reduce the stress by understanding the 'fit-concepts'. The HR can predict the behaviour of their employees by executing the fairness practices in the system. The top-management can win trust and thereby expect support from their employees, even during dynamic/volatile business environments by implementing appropriate 'PJ' in the organisation. However, there are several concerns while generalising the findings of this study.

Keywords: distributive/procedural justice; experienced government employees; perceived-ability-job-fit.

DOI: 10.1504/IJIE.2022.119624

International Journal of Intelligent Enterprise, 2022 Vol.9 No.1, pp.24 - 40

Received: 14 May 2018
Accepted: 24 Mar 2019
Published online: 13 Dec 2021 *

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Title: Impact of organisational justice on perception of ability-job-fit in a changing environment

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