INFLUENCE OF PERCEIVED INJUSTICE ON ORGANIZATION COMMITMENT AND EMPLOYEE ENGAGEMENT AMONG STAFFS IN SELECTED SECONDARY SCHOOLS.

Abstract

This study examined the influence of Perceived injustice on organizational commitment among staffs in selected secondary schools, it also explores the influence of Perceived injustice on Employee Engagement among staffs in selected secondary schools, lastly, the research assessed the relationship between Perceived injustice, organization commitment and employee engagement among staffs in selected secondary schools. A survey research design was employed for this study using questionnaire as mode of data collection. A total number of 250 participants were used for this study. Participants selected are staffs in selected secondary schools. The result 
of the study revealed that Perceived Injustice strongly serves as a predictor of Organization Commitment among staffs in selected secondary school given the Beta and P value (b = .796, p<.05), while Perceived Injustice is responsible for 15.3% variance in Organization Commitment (R square =.153). Secondly, result of the study revealed that Perceived injustice strongly serves as a predictor of Employee Engagement given the Beta and P value scores to be (B =.609, p<.05), while Perceived injustice is responsible for 34.5% variance in Employee Engagement (R square =.345). Lastly, result also reveal that Perceived injustice and Organizational Commitment were significantly and positively correlated (r = .392, p<.05), while Employee Engagement and Perceived injustice were also found to be significantly and positively correlated (r = .587, p<.05), also Engagement and Organizational Commitment were also found to be significantly and positively correlated (r = .588, p<.05). The study therefore concludes that Perceived injustice may lead to feelings of anger, resentment, and disillusionment among staffs, which can erode their sense of 
commitment to the school and their willingness to engage fully in their work. Staffs who feel that they are being treated unfairly may become disengaged and less motivated, which can have a negative impact on their job performance and overall satisfaction with their work