The Relationship Between Organizational Justice and Job Satisfaction: The Moderating Roles of the Big Five Personality Factors
Organizational justice and job satisfaction are two important concepts that are closely related with organizational performance. Hence, the stated relationship has gained attention both in organizations and in the organizational psychology research literature. Studies in the literature show that Big Five Personality Factors are also significantly associated with both perceived organizational justice and job satisfaction. Thus, examining the role of individual differences may be crucial in understanding the relationship between organizational justice perception and job satisfaction. The aim of the present study is, therefore, to investigate the moderating effect of personality factors on the relationship between organizational justice perception and job satisfaction. 392 employees from different organizations and different occupations completed Organizational Justice Scale, Job Satisfaction Scale, Big Five Personality Inventory, and demographic information form. The moderated regression analyses were conducted by using the Hayes PROCESS macro for SPSS (version 26). In all analyses, gender and age were entered as the control variables since they had correlations with the main study variables. Results indicates that types of organizational justice are predictors of job satisfaction and personality factors serve as moderators of the relationship between perceived organizational justice and job satisfaction. Among the personality factors, only neuroticism did not have any moderating effect. The findings might be considerable to draw attention to the necessity of managers to apply different strategies for their employees with different personality traits in order to provide a fair work environment for their employees and to increase their job satisfaction.
Anahtar Kelimeler: Organizational justice, Job satisfaction, Big five personality factors