The Effects of Perceived Organizational Justice on Job Satisfaction: The Moderating Effects of Innovative Culture and Hierarchical Culture

Recently perceptions of justice are becoming a hot topic in business organizations and society at large, this study examines the impact of organizational justice on job satisfaction and the moderating effect of organizational culture on this relationship. The basic problem is that justice plays an important role in shaping employee attitudes, but the impact and meaning of justice may vary depending on the organizational context, such as culture. In this study, I categorized justice into structural justice of performance evaluation and compensation (distributive and procedural justice) and interactional justice (interpersonal and informational justice) to examine their effects on job satisfaction. I then examined how culture moderates these relationships by dividing culture into innovative culture and hierarchical culture. To analyze these relationships, I used individual-level data collected from 657 employees in Korean companies. The results showed that structural justice and interactional justice were positively related to job satisfaction. Regarding the moderating effect of organizational culture, innovative culture has a significant interactive effect of interactive justice, and hierarchical culture has a positive moderating effect on the relationship between both structural justice and interactive justice with job satisfaction. These findings have implications for people management as the discussion indicates that justice is important to employees and organizations, but may be perceived differently and have different meanings depending on the organizational context. In particular, I suggest theoretical and practical discussions on the outcomes in innovative cultures and employees