Justice Practices for Improving Managerial Effectiveness of Managers

Organizational justice has the potential to generate prevailing benefits for organizations and employees. Justice practices direct greater trust, commitment, job performance, more helpful citizenship behaviors, customer satisfaction and diminished conflict. This study is a little effort to examine the effect of organizational justice on managerial effectiveness. The sample consists of 200 managers working in different organizations. The outcomes of stepwise multiple regression analysis showed that the distribution of rewards, organizational policies and procedures and interpersonal treatment enhance managerial effectiveness of managers leading to positivity and productivity in organizations. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities such as performance appraisal, reward systems, conflict management, and downsizing.