Abstract
The interactional justice is the implementation of equality in the decisions,
policies, procedures and methods or simply the interrelationships between the
management and employees. Obviously, at the group level, interactional justice
determines the employees’ satisfaction from the leadership and management
behaviour, which leads to better employees’ performance. Further, individualized
consideration of each employee by the leadership and management, motivates the
employee to make the individual contributions to the organizational performance.
It is argued that individualized consideration supports if the employees are
generally pleased with the interactional justice they are receiving from the
organizational authorities. The group motivation is possible over general
perception of interactional justice, while individualized consideration can inspire
every single employee to work with concentration. The current study tests these
assumptions of positive connection between interactional justice and employee
performance, facilitated by individualized consideration by collecting data from
respondents hailing from southern region higher education institutions of KP,
Pakistan. Different statistical tools have been applied to examine the research
questions and thus the results of study are significant and offer strong discussions
and conclusions regarding the impacts of the issue on organizational behavior and
performance.
Irfan Ullah Khan, Qamar Afaq Qureshi, Muhammad Saqib Khan, Amanullah Khan. (2020) The integrating role of Individualized Consideration in relationship between Interactional Justice and Employee Performance , City University Research Journal, Volume 10, Issue 3.
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