Job characteristics and organizational justices as predictors of employee engagement

Abstract

The present study seeks to discover the role of job characteristics newlineand organizational justices (procedural, distributive, interpersonal and newlineinformational) in predicting employee engagement. Organizations believe newlineemployee engagement is one of the competitive strategies to sustain in the newlinechanging business environment. It was clear from the earlier studies that newlineengaged employees offer a key competitive advantage such as increased newlineproductivity and reduce the attrition percentage.Most of the organizations were interested in measurement of employee engagement levels to know about their employees engagement newlinelevels, but ignored to pay attention to how to bring up engagement among newlineemployees. Therefore, current research endeavors to identify the right bundle newlineof factors that were responsible for fostering employee engagement. newlineSpecifically, the present study selected job characteristics and all the four newlinedimensions of organizational justice based on the fulfillment of psychological newlinecondition stated by Kahn who was the first scholar to provide an in-depth newlineview on engagement. Based on the social exchange theory, it was believed newlinethat employees had an obligation to give back their engaged state at their newlinework to their organization when they were bestowed the justice and adequate newlinejob resources.. newline newline