How Does Organizational Justice Affect Job Engagement?

This study focuses on the roles of distributive and procedural justice on job engagement. Additionally, the study examines whether a situational factor namely, team leadersʼ coaching moderates the relationships between distributive and procedural justice and job engagement. Ordinary linear regression was used to analyze data from seven South Korean Companies(total N=346). Results confirmed the hypothesized model indicating that both distributive and procedural justice were positively related to job engagement of members. Additionally, team leaders ʻcoaching moderated the relationship between distributive justice and job engagement whereas it brought non-significant effect to procedural justice. The result that two types of justice and the interactive effect of team leadersʼ coaching were different implies that different managerial strategies should be used when job engagement was to be enhanced