Synthesis of managerial fairness and its effects on perceived leader quality: the case of nationalised commercial banks of Bangladesh

Abstract

The concept of fairness and justice has received much allen/ion in recent literature on organisational behaviour and human resource management as a way of motivating employees for achieving organisational success. The practice o(justice in organisations may be either distributive or procedural. While distributive justice focuses on the perception of fa irness based on the employees ' outcome-to-input ratio, procedural justice evaluates the entire process by which the managers deal with their subordinates, which in turn determine the degree of fairness they have exercised. This paper attempts to analyse the component and structure of the items in the procedural justice questionnaire developed by R. Folger & M. Konovsky (1989) as discernable from the responses of the employees of the nationalised commercial banks of Bangladesh and test the significance of the identified componen{s in predicting/explaining the employees' perceived leadership quality of their managers. Factor analysis, correlations, and regression were performed for the analyses. Three components of procedural fairness (justice) were found to have significant effects in explaining employee perception of the managerial leadership quality in the NCBs of Bangladesh.