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.
