1. ORGANIZATIONAL BEHAVIOR FINAL
PROJECT
Topic: Job satisfaction, organizational justice, citizenship behavior
Submitted to:
Mr. Aly Raza Syed
Submitted by:
M.Burhan Ali
Zayed Saleem
Fakhar Tayyab
Saboor Ahmed
Uzair Nawaz

2. PURPOSE OF RESEARCH
To find relationship of:
 Job satisfaction
 Organizational justice
 Organizational citizenship behaviors

3. TARGET POPULATION
 Private sector: Crescent Bahuman LTD.
 Public sector: Pakistan International Airline

4. THEORIES OF JOB SATISFACTION
 Affect Theory by Edwin A. Locke’s in 1976
 Dispositional Theory by Timothy A. Judge, Edwin
A. Locke in 1997
 Two-Factor Theory by Frederick Herzberg in1968

5. THEORIES OF ORGANIZATIONAL JUSTICE
 Distributive Justice by Adams in 1965.
 Procedural Justice by Leventhal in 1980.
 Interactional Justice by Bies & Moag in 1986

6. THEORIES OF CITIZENSHIP BEHAVIOR
 Civic virtue.
 Courtesy(Organ, 1988).
 Sportsmanship(Organ, 1988).
 Conscientiousness(Organ, 1988).
 Altruism.

7. EARLY RESEARCHES
Relationship:
 Job satisfaction with Organizational justice
 Job satisfaction with Citizenship Behavior
 Organizational Justice with Citizenship Behavior

8. JOB SATISFACTION WITH ORGANIZATIONAL JUSTICE
 Relationship of organizational justice with job
satisfaction is positive
 Distributive justice
 Procedural justice
 Interactional justice
 All these three justice if practiced in the organization
they increases the overall job satisfaction of an
individual. (Sweeney and McFarlin, 1993).

9. RELATIONSHIP OF ORGANIZATIONAL JUSTICE WITH
CITIZENSHIP BEHAVIOR
 The more positive the organizational citizenship
perception, the more positive the organizational
justice perception will be.
 There is no one-to-one relationship between these
two perceptions (Organ and Paine, 1999).

10. JOB SATISFACTION WITH CITIZENSHIP BEHAVIOR
 Employees obtain job satisfaction through
performing workplace behavior (Koh and Boo,
2001).
 As confirmed by Howe et al. (1994), customer-
oriented employees are less likely to participate in
unethical activity.

11. METHODOLOGY
 Research instrument: questionnaire
 Sample size: 40
 Private: 20
 Public: 20
 Respondents: Top Managers 01
Middle Managers 15
Front-line Managers 11
Non-Managers 13

12. DECISION CRITERIA

13. FINDINGS
 Job satisfaction
 For Private the Job satisfaction average comes out
to be 5.67
 For Public the job satisfaction Comes out to be 5.02

14. PRIVATE
7
6
5
4
3
2
1
0
Q1 Q2 Q3

15. PUBLIC
7
6
5
4
3
2
1
0
Q1 Q 2 Q3

16. FINDINGS CONTD.
 Organizational Justice (Private)
1) Distributed justice
Average comes out to be 5.3 (S.Agree)
2) Procedural Justice
Average comes out to be 5.4 (S.Agree)
3) Interactional Justice
Average comes out to be 5.2 (S.Agree)

17. PRIVATE
6
5
4
3
2
1
0
Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q Q
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

18. PRIVATE

19. FINDINGS CONTD.
 Organizational Justice (Public)
1) Distributed justice
Average Comes out to be 4.4 (Neutral)
2) Procedural Justice
Average comes out to be 4.3 (Neutral)
3) Interactional Justice
Average comes out to be 4.6 (S.Agree)

20. PUBLIC
6
5
4
3
2
1
0
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q 9 Q 10 Q 11 Q 12 Q 13 Q 14 Q 15 Q 16 Q 17 Q 18 Q 19 Q 20

21. PUBLIC

22. FINDINGS CONTD.
 Organization citizenship Behavior (Private)
1) Interpersonal Help
Average comes out to be 5.92 (Agree)
2) Individual Initiative Errors
Average comes out to be 5.59 (Agree)
3) Loyalty
Average comes out to be 5.75 (Agree)

23. PRIVATE
7
6
5
4
3
2
1
0
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q 10 Q 11 Q 12 Q 13 Q 14

24. PRIVATE

25. FINDINGS CONTD.
 Organization citizenship Behavior (Public)
1) Interpersonal Help
Average comes out to be 5.4 (S.Agree)
2) Individual Initiative Errors
Average comes out to be 5.5 (Agree)
3) Loyalty
Average comes out to be 5.2 (S.Agree)

26. PUBLIC
7
6
5
4
3
2
1
0
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q 10 Q 11 Q 12 Q 13 Q 14

27. PUBLIC

28. CONCLUSION….

29. QUESTIONS???