International Journal of


EISSN: 2313-3724, Print ISSN: 2313-626X

Frequency: 12

line decor
line decor

 Volume 10, Issue 6 (June 2023), Pages: 158-163


 Original Research Paper

Effect of organizational justice on organization citizenship behavior of female employees in Saudi Arabia


 Hammad Alshammari *


 Department of Management and Information Systems, University of Hail, Hail, Saudi Arabia

  Full Text - PDF          XML

 * Corresponding Author. 

  Corresponding author's ORCID profile:

 Digital Object Identifier:


The aim of this study is to examine the association between organizational justice and organizational citizenship behavior (OCB) among female workers in Saudi Arabia. Organizational justice has been acknowledged as a significant predictor of employee attitudes and behavior; however, its impact on the OCB of female workers in Saudi Arabia remains underexplored. To address this research gap, a cross-sectional survey was conducted among female workers in various organizations in Saudi Arabia. The study assessed organizational justice by considering three dimensions: distributive fairness, procedural fairness, and interactional fairness. Additionally, OCB was measured using a scale adapted from previous research. The collected data were subjected to regression analysis. The study findings indicate a positive relationship between organizational justice and OCB among female workers in Saudi Arabia. Specifically, distributive fairness, procedural fairness, and interactional fairness exerted a significant positive influence on OCB. This research contributes to the existing literature by providing empirical evidence on the impact of organizational justice on OCB among female workers in Saudi Arabia. Furthermore, it extends prior research by investigating the specific dimensions of organizational justice that affect OCB. Nonetheless, there are certain limitations to this study. Firstly, its cross-sectional nature restricts the ability to draw causal inferences. Moreover, the absence of comparisons with other cultural and national contexts represents another limitation. In conclusion, this study holds important implications for organizations in Saudi Arabia and elsewhere that aim to foster OCB among female workers. The findings suggest that enhancing organizational justice can lead to positive work behaviors among female employees. Future research should explore the generalizability of these findings to other contexts and investigate the potential moderating effects of cultural factors.

 © 2023 The Authors. Published by IASE.

 This is an open access article under the CC BY-NC-ND license (

 Keywords: Organizational justice, Procedural justice, Interactional justice, Distributive justice, Organization citizenship behavior

 Article History: Received 4 January 2023, Received in revised form 27 April 2023, Accepted 30 April 2023


No Acknowledgment.

 Compliance with ethical standards

 Conflict of interest: The author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.


 Alshammari H (2023). Effect of organizational justice on organization citizenship behavior of female employees in Saudi Arabia. International Journal of Advanced and Applied Sciences, 10(6): 158-163

 Permanent Link to this page


 Fig. 1 


 Table 1 Table 2 Table 3 Table 4 


 References (24)

  1. Aaltio I and Heilmann P (2006). ICT sector characterstics in Finland. In: Trauth EM (Ed.), Encyclopedia of gender and information technology: 780-785. IGI Global, Pennsylvania, USA.   [Google Scholar]
  2. Adams JS (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5): 422-436.   [Google Scholar] PMid:14081885
  3. Albahoth W (2018). Enhancing career choices and opportunities for Saudi women. PhD Dissertation, Pepperdine University, London, UK.   [Google Scholar]
  4. Alhshedi A, Bardai B, and Al-Dubai M (2020). The effect of transformational leadership behavior on organizational performance in gold industry of Saudi Arabia. Journal of Process Management and New Technologies, 8(3): 62-81.   [Google Scholar]
  5. Amirat A and Zaidi M (2020). Estimating GDP growth in Saudi Arabia under the government’s vision 2030: A knowledge-based economy approach. Journal of the Knowledge Economy, 11: 1145-1170.   [Google Scholar]
  6. Blakely GL, Andrews MC, and Moorman RH (2005). The moderating effects of equity sensitivity on the relationship between organizational justice and organizational citizenship behaviors. Journal of Business and Psychology, 20: 259-273.   [Google Scholar]
  7. Clay-Warner J, Hegtvedt KA, and Roman P (2005). Procedural justice, distributive justice: How experiences with downsizing condition their impact on organizational commitment. Social Psychology Quarterly, 68(1): 89-102.   [Google Scholar]
  8. Cohen-Charash Y and Spector PE (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2): 278-321.   [Google Scholar]
  9. Cropanzano R, Prehar CA, and Chen PY (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organization Management, 27(3): 324-351.   [Google Scholar]
  10. Habeeb S (2019). A proposed instrument for assessing organizational citizenship behavior in BFSI companies in India. Cogent Business and Management, 6(1): 1625702.   [Google Scholar]
  11. Ilies R, Nahrgang JD, and Morgeson FP (2007). Leader-member exchange and citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 92(1): 269-277.   [Google Scholar] PMid:17227168
  12. Ismail AI, Abdul-Halim AM, and Joarder MHR (2015). Mediating role of distributive justice in the relationship between career incentives and employee performance. Journal of Economics, Business and Management, 3(10): 929-935.   [Google Scholar]
  13. Jafari P and Bidarian S (2012). The relationship between organizational justice and organizational citizenship behavior. Procedia-Social and Behavioral Sciences, 47: 1815-1820.   [Google Scholar]
  14. Karriker JH and Williams ML (2009). Organizational justice and organizational citizenship behavior: A mediated multifoci model. Journal of Management, 35(1): 112-135.   [Google Scholar]
  15. Masterson SS, Lewis K, Goldman BM, and Taylor MS (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4): 738-748.   [Google Scholar]
  16. Niehoff BP and Moorman RH (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3): 527-556.   [Google Scholar]
  17. Organ DW (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington books/DC heath and Company, Lexington, USA.   [Google Scholar]
  18. Organ DW (2018). Organizational citizenship behavior: Recent trends and developments. Annual Review of Organizational Psychology and Organizational Behavior, 80: 295-306.   [Google Scholar]
  19. Rahman MHA and Karim DN (2022). Organizational justice and organizational citizenship behavior: The mediating role of work engagement. Heliyon, 8(5): e09450.   [Google Scholar] PMid:35620633 PMCid:PMC9126923
  20. Rasheed A, Jehanzeb K, Rasheed MF, and Fppsm UTM (2013). An investigation of the antecedents of organizational citizenship behaviour: Case of Saudi Arabia. International Journal of Psychological Studies, 5(1): 128-138.   [Google Scholar]
  21. Sabharwal M (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2): 197-217.   [Google Scholar]
  22. Tlaiss HA and Al Waqfi M (2022). Human resource managers advancing the careers of women in Saudi Arabia: Caught between a rock and a hard place. The International Journal of Human Resource Management, 33(9): 1812-1847.   [Google Scholar]
  23. Yılmaz K and Taşdan M (2009). Organizational citizenship and organizational justice in Turkish primary schools. Journal of Educational Administration, 47(1): 108-126.   [Google Scholar]
  24. Young LD (2010). Is organizational justice enough to promote citizenship behavior at work? A retest in Korea. European Journal of Scientific Research, 45(4): 637-648.   [Google Scholar]