n IFE PsychologIA : An International Journal - Perceived correlation between organisational justice and employees' organisational citizenship behaviours in the civil service of Ondo and Oyo State, Nigeria

Volume 24, Issue 1
  • ISSN : 1117-1421



Employees are now more conscious of their right and value the workplace environment in terms of fairness and existence of sense of justice in order to become citizen of the workplace. It is against the background that this study investigate the perceived correlation between organisation justice and employees' organisational citizenship behaviours in the civil service of Ondo and Oyo state, Nigeria The descriptive survey research was used for the study. The population of the study consists of employees of the Civil Service of Ondo and Oyo States, Nigeria. Simple random sampling technique was used to select five parastatals from the civil service of both Ondo and Oyo States. The selected parastatals are Education, Local Government Board, Establishment, Finance and Youth & Social Development. Fifty respondents were randomly selected from each parastatal to make a total of one hundred and fifty respondents from each state and a grand total of three hundred respondents for theresearch. The main instrument used for the study is a questionnaire tagged "Organisational Justice and Organisational Citizenship Behaviour Questionnaire -OJOCBQ" with four sub-sections of Distributive Justice Scale (DJS)(r=0.76), Procedural Justice Scale (PJS)(r=0.85), Interactional Justice Scale (IJS)(r=0.91), and Organisational Citizenship Behaviour (OCB)(r=0.87). Two hundred and eighty-seven respondents were finally used for analysis using Pearson Product Moment Correlation and Multiple Regression Analysis. Findings showed that there was significant relationship between distributive justice and organisational citizenship behaviour, there was significantrelationship between procedural justice and organisational citizenship behaviour and there was significant relationship between interactional justice and organisational citizenship behaviour. Furthermore, the joint contribution of the independent variables to the dependent variable was significant (F=163.165). It was recommended that management should ensure and establish organisational justice procedure for fair treatment and good interactions among co-workers and between management and employees so that employees can display initiative, collaborative and high quality standard in their workplace behaviours. Also, it is recommended that there should be adequate presence of organisational justice at the workplace which will help in reducing absenteeism, turnover, and counter-productive behaviours thereby making employees do justice to their work responsibilities.

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