Organizational Justice-Job Satisfaction Relationship: The Moderating Effects Of Big-Five Personality Traits In Banking Employees

Abstract

This study investigates the effects of personality traits in organizational justice and job satisfaction relationship. Survey data were collected from 206 banking employees. Results of the hierarchical regression analyses postulate that both distributive and procedural justice are the predictors of job satisfaction and personality traits serve as moderators of the relationship between organizational justice and job satisfaction. Specifically, the effect of distributive justice on job satisfaction is most pronounced among individuals scoring high on agreeableness and conscientiousness, but low in neuroticism. However, the effect of procedural justice is most pronounced among individuals scoring high on agreeableness only. This research points out the necessity of including personality traits to better understand the impact of justice on job satisfaction and suggests that managers might apply different strategies for dealing with different personality traits to create an overall environment of fairness and enhance job satisfaction.