Percieved gender discrimination as a moderator in the relation between interaction justice and organization citizenship behavior

This study aimed to explore the effect of interaction justice toward organizational citizenship behavior and perceived gander discrimination as a moderator in the relation between interaction justice and organizational citizenship behavior. Organizational citizenship behavior is defined as are pro-social or extra-role behaviors performed outside the scope of a job description or typical job-specific tasks. There are many factors that can influence organizational citizenship behavior of an employee. Organizational citizenship behavior can increase the effectiveness and performance in organization. At the same time, fairness interaction between managers and employees can also increase the effectiveness and performance in organization. Interactions justice within the organization plays a role in shaping the behavior of employees in the organization citizenship and colleagues. Unfair treatment creates a different perception among employees. Perception of the fairness of interaction has an important role to improve organizational citizenship behavior. A total of 453 employees in Kota Kinabalu were involved as respondents in study. Studies using survey questionnaires: Organizational Justice Survey (OJS); Perceived Discrimination; Organizational Citizenship Behavior Questionnaire (OCBs). The analysis found a positive significant effect of interaction justice toward organizational citizenship behavior and gender discrimination was not a moderate the relationship between interaction justice and organizational citizenship behavior. Theoretical and practical implications of the results are discussed.