PROCEDURAL JUSTICE AND EMPLOYEE OUTCOMES IN COMMERCIAL BANKS IN SOUTH-SOUTH, NIGERIA

Krama, E. E.

Department of Business Administration, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

 Biriowu, C. S.

Department of Employment Relations and Human Resource Management, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

and

Don-Baridam, L. Q.

Department of Employment Relations and Human Resource Management, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

ABSTRACT

This study investigated the relationship between procedural justice and employee outcomes in commercial banks in South-South, Nigeria. The study adopted the cross-sectional survey in its investigation of the variables. Primary of data was generated through the use of structured questionnaire. The population of this study was the 324 employees from the State head offices of the 23 registered commercial banks in the South-South of Nigeria (Cross-River, Delta, Bayelsa, Edo, Rivers, and Akwa Ibom State) and a sample size of 175 was determined using the Krejcie and Morgan (1970) sample size determination table. The research instrument was validated by experts’ vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics while the partial correlation was used to test the moderating effect of organizational culture. The tests were carried out at a 0.05 significance level. Findings from the study revealed that there is a significant relationship between procedural justice and employee outcomes in commercial banks in South-South, Nigeria. The study therefore recommends that HR managers and business leaders in commercial banks should increase the awareness of the employees on the principles of procedural justice, to encourage adherence to them and to indicate their importance in job performance by creating systems and methods that ensure commitment to justice by raising the ability of leaders to build new policies and visions, which will promote the work of institutions.

Keywords: Procedural justice, employee outcomes, commitment, satisfaction, intention to stay.