There is a relationship between the principles of procedural and organizational justice and motivation. The principles of procedural and organizational justice facilitate for fair treatment in an organization. This involves making organizational decisions based on ethical and moral norms (Stamenković, 2014). One of the categories of organizational justice is procedural justice. This refers to the fairness in making decisions related to processes that allocate resources and resolve disputes. Such a decision would lack bias, be consistent and accurate, and represent all concerned people. Such an environment promotes motivation in the workplace. This shows that procedural and organizational justice has a significant influence on motivation (Stamenković, 2014). When employees perceive an organization to apply fairness, their motivational levels are higher. When perceptions of fairness are negative, employees’ behaviors as well as their motivation are negatively affected. This means that organizations can use organizational justice to enhance motivation through fair treatment (Latham, 2011).
For example, an I/O psychologist can recommend the use of organizational justice to enhance employee motivation. This can be done by embracing employee participation in decision-making processes about organizational procedures. When employees are given a voice or input in organizational procedures, they develop a positive perception of justice within the organization (Stamenković, 2014). This is linked to increased motivation and other positive outcomes such as improved performance. However, two ethical dilemmas may arise. First, what if the employees end up making decisions based on personal values rather than the values that govern the industry? Second, what if the employees use one level of moral reasoning, use of personal knowledge and experience, instead of combining it with additional aspects such as ethical rules and principles? It is however clear that procedural and organizational justice is positively related to motivation (Cropanzano & Rupp, 2003). Therefore, organizations can use organizational justice to enhance motivation.
Cropanzano, R., & Rupp, D. (2003). An overview of organizational justice: Implications for work motivation. In L. W. Porter, G. Bigley, & R. M. Steers (Eds.). Motivation and work behavior (7th Ed.). New York: McGraw-Hill Irwin.
Latham, G. (2011). Work Motivation: History, Theory, Research, and Practice. SAGE Publications, Inc.
Stamenković, S. (2014). Importance of organizational justice on employee motivation in Serbia. Actualities, 24 (102).