Leadership Style Matters Transformation is the only way to fly Check your fairness quotient It has long been thought that employee satisfaction is the key to employee work motivation and participation. To find out researchers at West Virginia University surveyed 225 employees consisting of mostly clerical, some department supervision and a few management employees at two large U.S. paint manufacturing companies. Findings indicate that it is the employee's faith in their supervisor and the fairness implicit in day to day transactions that is the key. Counting on the Supervisor Employees react to their work environment making decisions about how they feel about the treatment they get when their employer makes work rules that effect them such as decisions about compensation, layoff and evaluation. Researchers have named this phenomenon organizational justice.
Procedural justice relates to evaluations about the fairness of work rules and policies.
Distributive justice has to do with the perception of the fairness and the consistency of the decisions associated with policies. However, our researchers at West Virginia University believed that there was a third component, not previously explored, involving the employee's personal view of how their supervisor and the organization in general makes decisions and imparts information. They decided to call this third, more personal, component of organizational justice interactional justice. It is this up close and personal point of view of the supervisor that make the difference. It appears that job satisfaction keeps employees interested.