A correlation of perceived organisational justice, job satisfaction and task performance among public service employees in Zambia

Abstract

Background: Employee task performance plays a critical role in determining the financial performance of the organisation hence the importance of determining its antecedents in the Zambian context and how these determinants normologically relate. This study on the relationship between organisational justice, job satisfaction and employee task performance was motivated by the fact that little attention has been directed at examining the three variables in Zambia Methods: A correlational research design was used correlating organisational justice and job satisfaction on task performance. The factor structures underlying the three dimensions were investigated via factor analysis, while item analysis was performed to determine reliability. Pearson product moment was used to analyse how the three variables correlates. Multiple regression was further used to determine variance and empirical relationship between the variables Results: High levels of reliability were found among the three scales. Uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Correlational matrix results revealed that they were strong positive correlations between organisational justice, job satisfaction and employee task performance. Conclusion: Academically the study makes a significant contribution to human resource management literature. The results of this study have provided empirical support to the proposition that organisational justice and job satisfaction are predictors of employee task performance in Zambia. By implication human resource practitioners ought to pay attention to organisational justice and job satisfaction when trying to enhance task performance.