THE IMPACT OF ORGANIZATIONAL JUSTICE ON EMPLOYEE INTRINSIC AND EXTRINSIC PERFORMANCE: A CASE STUDY IN KOTA KINABALU POLYTECHNIC, MALAYSIA

Abstract

Purpose - This study aims to determine the effect of relationship between organization justice and job performance on the academic staff of Kota Kinabalu Polytechnic. Design/methodology/approach - The researcher used quantitative methods to analyse the data obtained from the questionnaires distributed to the sample. SPSS was used to analyse the data. The frame work developed by setting the organization justice (Distributive justice, Procedural justice, Interpersonal justice and Informational justice) as the independent
variable and job performance (intrinsic and extrinsic performance) as the dependent variable. Population of the study comprised a total of 245 academic staff, while the sample consisted of those who responded to the questionnaires, which were a total of 231 respondents. Findings - The result of this study shows that only Distributive justice and Informational justice have significant relationship with the extrinsic performance. Originality/value - Employee dissatisfaction related to organization justice arises after
management restructuring job design was made by the main administration. Performance is taken as the influenced factor by the administration, as the purpose of the restructuring aims to improve employee’s performance. Practical implication - The results will provide the administration for improvements on the organization justice so that it is consistent with the goals of the organization to increase employee’s productivity and performance.