Organisational justice on employee performance at Kishapu District Council, Tanzania

Benedicto  Paul; Oscar W. Tefurukwa

doi:10.51867/asarev.3.1.11

Authors

Benedicto Paul Mzumbe University, Tanzania Author https://orcid.org/0009-0009-4419-2079
Oscar W. Tefurukwa Mzumbe University, Tanzania Author

DOI:

https://doi.org/10.51867/asarev.3.1.11

Keywords:

Employee Performance, Kishapu District Council, Organisational Justice, Tanzania

Abstract

Employee performance in Tanzanian public organisations continues to decline when employees perceive unfair resource distribution, decision-making, and treatment. Previous studies have not yet cover all public oragnisations in Tanzania. This study, therefore, examined the effect of organisational justice on employee performance at the Kishapu District Council. Social Exchange Theory guided the research. The study used a quantitative, cross-sectional survey to collect data from 84 employees. Researchers applied a multivariate linear regression model, simple random sampling, and a structured questionnaire. The results showed that distributive justice has a significant effect on employee performance (). Procedural justice also shows a statistically significant effect on employee performance (. Interactional justice has a highly statistically significant effect on employee performance (). The study concluded that employees' perceptions of organisational justice collectively have a significant effect on their performance at the council. The council should ensure transparent and equitable compensation and fair decision-making. It also needs to promote fair treatment of employees. Policy-wise, the council should include organisational justice in its human resource policies and conduct cost-benefit analyses of fair procedures and treatment during decision-making. The findings imply that organisations should follow good governance principles to increase employees’ dedication and loyalty. This is vital for organisational performance. Based on the findings, performance at the Kishapu District Council can be improved. Policymakers should address equitable resource distribution and transparent compensation. Clear communication of decision-making criteria for promotions, assignments, and disciplinary action is needed. There is a need for training on effective communication and empathetic leadership to promote respect and fairness in the workplace.

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