Effects of Employees’ Perception of Organizational Injustice on Commitment to Work among Staff of Lagos State Fire Service

Abstract

Human resources managers have attempted, at different points, to figure out ways to prevent the perception of organizational injustice among employees. The perception of injustice has been found to be one of the most influential factors that affect commitment in the workplace. This study examines the effects of employees’ perception of injustice on commitment to work among staff of Lagos State Fire Service. The survey research design was utilized, through the administration of the questionnaire, for the collection of factual data that are measurable and quantifiable. Equity and Social exchange theories were applied to aid proper understanding of this phenomenon. Three hypotheses were formulated and tested at 0.05 level of significance. Findings revealed that perceived distributive, procedural, as well as interpersonal injustices, affect employees' commitment to work as exhibited among Fire Fighters in Lagos State. It was recommended that managers should ensure that employees perceive justice and fairness as they discharge their duties in the organization. They should introduce reward determination processes and practices, performance evaluation as well as employee-manager relationship. Findings of this research will contribute to knowledge on the drivers of employees’ commitment to work and sustainable employer-employee relations.