Twenty first century human resource management practices: why does organizational justice matter? an examination of effect of perception of organizational injustice on work alienation and organizational citizenship behavior

Abstract

Looking at the human resource from strategic perspective with innovations has been recognized as the main source of competitive advantage in the 21st century. The level of engagement and extra contribution such as organizational citizenship behavior from human resource is crucial for organizational development and, it is depending on the efficient workplace human resource practices. Managing the employees strategically also requires the human resource practices to be fair. If employees are treated injustice they may experience work alienation. On the other hand, injustice perceptions may negatively influence organizational citizenship behavior. This study takes into account the perceived organizational injustice of 224 Sri Lankan employees, and examines whether they have effect on organizational citizenship behavior. Furthermore, it also examine whether work alienation, which has snot referred previously in organizational justice literature has mediating effects on this relationship. Results support that organizational justice is related to organizational citizenship behavior, and employee work alienation is demonstrated to be a mediator in this relationship. This is the first empirical test of this relationship. Implications of findings are also discussed.