THE RELATIONSHIPS BETWEEN ORGANIZATIONAL JUSTICE, EMPLOYABILITY JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT OF EMPLOYEES

Abstract

The concepts of justice, employability, job
satisfaction and organizational commitment play a
crucial role in the management of human resources
in a very competitive company environment. Vast
researches have been devoted to them but we can
only notice that practically no author has tried to
link them to one another so far. By dealing with the
effects of the notion of justice on the employability,
job satisfaction and the organizational commitment,
our aim is to bridge this gap. The following study
done among 352 employees of The French Nord Pas
De Calais region brings a lot of information. The
results show that procedural justice has positive
effects on the employees’ job satisfaction and
organizational commitment and distributive justice
has positive effects on the organizational
commitment. The justice has also positive effects on
the aspects of employability which are training,
mobility and vocational orientation. The
percentages of variance (R²) explained by the
dimensions of justice for each aspect of
employability are significant at a level of < 0.1%.
However procedural justice has no significant effect
on training and distributive justice has no significant
effect on vocational orientation, which corresponds
to the results of other researches. There are
numerous implications and actions on the
dimensions of justice could lead to improvements in
employability and so in the company performance