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• ORG 2311 • Baili Fog8959 • 11/13/2021 • 100% (1) 1 0 View full document
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섌
ADDIS ABABA UNIVERSITY Con rm
Individual Assignment
MBA 1st Year SECTION B
Prepared by:- ID No.
1. Mikel Negassa……………..00119/19
Submitted to: Amdemicheal Berhanu(Ass.Professor)
September, 2020
Addis Ababa, Ethiopia
ABSTRACT
This special issue highlights the relationships between the concepts of organizational justice and
organizational citizenship behavior. The articles advance our understanding of these concepts
and their relevance to organizational behavior by describing the theoretical and empirical
relationship between them. The present article sets the stage for the papers that follow by
providing background on the concepts of organizational justice and organizational citizenship
behavior and explaining various connections between them.
Research has recognized that Organizational Justice (OJ) is a factor that drives employees to
demonstrate their involvement tasks as transcend duties (Colquitt et al., 2001). An OJ confirmed
that organizations can make their employees feel that they are treated fairly and equally, OJ is
classified mainly into four types: distributive, procedural, interactive, and informational
(McDowall & Fletcher, 2004). Moreover, previous studies have shown that perceptions of
workplace as justice is relate to a positive view of the Organizational Citizenship Behavior (OCB).
Therefore, the decline in perceptions of OCB can be attributed to a lack of awareness of justice
in organization (Abili et al., 2009).
Keywords: Organizational Citizenship Behavior (OCB), Organizational Justice (OJ) and
organizational citizenship behavior (OCB).
Article Review
1. Introduction
A 'critical review', or 'critique', is a complete type of text (or genre), discussing one particular
article or book in detail. In some instances, you may be asked to write a critique of two or three
articles (e.g. a comparative critical review). The specific topic of the journal is the Effect of
Employees' Perceptions of Organizational Justice on Organizational Citizenship Behavior: An
Application in Turkish Public Institutions. I try to Present the aim of the journal and summarize
the main finding or key argument and Conclude the introduction with a brief statement of
evaluation of the journal. This can be a positive or negative evaluation or, as is usually the case,
a mixed response. I Present a summary of the key points along with a limited number of
examples. I briefly explain the author’s purpose/intentions throughout the journal and briefly
describe how the journal is organized.
The term justice implies “righteousness” or “fairness” of an action or behavior. In organizational
settings, the term “organizational justice” was first coined by Greenberg (1987a) and refers to
employees’ perceptions of fairness of organizational practices and decisions and to the impact
of these perceptions on employees’ behaviors (Greenberg, 1990b). The assumption that drives
research on organizational justice is the notion that fairness perceptions will favorably dispose
employees toward their organizations. This notion has been empirically supported in a number
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of studies. In particular, fair treatment has been found to exert important effects on individual
employee attitudes, such as satisfaction and commitment, individual behaviors, such as
absenteeism and citizenship behavior, and individual work performance. It should, therefore,
come as no surprise that organizational justice has been viewed as a basic requirement for the
effective functioning of organizations (Greenberg, 1990b) and that it is one of the most
popularly researched areas in the field of organizational behavior (Colquitt, et. al., 2001;
Greenberg, 2000).
2. Background of the Review
Organizational citizenship behavior (OCB) has received much attention by scholars.
Organizational justice perception on the other hand comprises the employee’s perceptions
associated with rewards, outcomes, decision making and participation in decision making
processes and it is one of the dominating factors in organizational life. Both of these variables
directly linked with organizational efficiency and effectiveness. The main objective of this review
is to find the impact of organizational justice perception on organizational citizenship behavior.
A random sample of 100 employees in this study. The data were collected using validated
questionnaire and were analyzed. The results revealed that the perception of justice is a strong
predictor of organizational citizenship behavior. The relationship between each dimensions of
organizational justice (distributive, procedural and interactive) and organizational citizenship
behavior were also tested. As the scope for performing extra role is much broader for
considering the findings of this study it is possible to recommend the public institutions to
increase the level of justice to increase their engagement in organizational citizenship behavior.
3. Purpose of the Review
This article review is written for an audience who is knowledgeable in the subject matter
instead of a general audience. When writing an article review, we will summarize the main
ideas, arguments, positions, and findings, and then critique the article's contributions to the
field and overall effectiveness. Article reviews present more than just an opinion. We will
engage with the text to create a response to the scholarly writer's ideas. You will respond to and
use ideas, theories, and research from your own studies. Your critique of the article will be
based on proof and your own thoughtful reasoning. This article review only responds to the
author's research. It typically does not provide any new research. However, if you are correcting
misleading or otherwise incorrect points, some new data may be presented.
Today, the most important element for the efficient and effective functioning of organizations is
human resource. Organizations need employees whom performance goes beyond formal duties
as a vital source of organizational effectiveness. On the other hand, employees exhibit higher
levels of performance and act more than their job descriptions when they believe they are
treated fairly at workplace. Based on this, two important organizational concepts will be
recognized which are called as organizational citizenship behavior and organizational justice. In
this review, the effect of employees' who are working in a public institution’s perceptions of
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