Abstract:
Employees' job satisfaction is considered to be a key variable that impacts the performance of
organizations. Organizations (like universities need satisfied administrators to achieve their
objectives. An important but understudied stakeholder in higher education is administrative staff
members. However, the level of job satisfaction among administrative staff was observed to below. Organizational justice was found to be an important factor that drives satisfaction among
administrative staff. At the same time, the low level of job satisfaction among the administrative
staff seemed to be unaddressed and therefore the need for filling this research gap was felt
necessary. Hence, the purpose of the study was to determine the relationship between justice
perception and Job satisfaction among administrative staff members in Sri Lankan state
universities.
The study was conducted during the period from May to November 2013. The total number of
participants in this study was 139 administrative staff working in various state universities in Sri Lanka. The study used a correlational design to examine the relationship between the dimensions
of organizational justice i.e., distributive justice, procedural justice, and interactional justice
, and the dimensions of job satisfaction variable i.e., intrinsic satisfaction, extrinsic satisfaction, and overall satisfaction. The findings of the study revealed that the administrative staff members
in Sri Lankan state universities were generally satisfied with their job. However, their
satisfaction with the level of pay and promotion opportunities was low. The results found a
significant relationship between organizational justice perception and job satisfaction.
This study has some potential implications for human resource managers, leadership, and
institutional policy decision-makers. With the understanding of the influence of organizational
justice perception on job satisfaction, the leadership of universities can effectively improve
administrative staff perception of organizational justice by establishing two-way communications
during the decision-making process and by creating and maintaining a procedurally fair climate to
apply rules and regulations fairly and consistently to all employees. The findings of the study are
also consistent with the previous studies and thereby contribute to the relevant literature.
