Organizational Justice and Its Impact upon Job Performance in the Jordanian Customs Department

[Abstract] This study aimed to investigate organizational justice and its impact upon job performance in the Jordanian Customs Department (JCD). A random sample consisting of (536) employees was selected to achieve the purpose of this study. A statistical package for social sciences (SPSS) was used to analyze the data. The study revealed that there is an impact in organizational justice upon job performance in the JCD and the availability of organizational justice dimension leads to high employment performance. Also, the result of the study showed that organizational justice affects job performance. The study recommends encouragement of employees in the JCD by providing financial and incorporeal support, establishing the organizational climate, which will support the employees' performance in the JCD.[Keywords] Jordan; procedural justice; distributive justice; interactional justiceIntroductionOrganizations are operating in highly competitive environments in which each one is searching for ways of success and excellence. Therefore, the organizational leadership is seeking to have a distinguished and competitive privilege to increase the productivity through human resources, since other competitive privileges can be purchased or imitated. Organizational justice is regarded as one of the basic components of social and psychological structure of an organization. The significance of organizational justice in organizations refers to the fact that individuals use the awareness of the current justice in the organization for predicting how they will be treated in the future. They also want to feel that they are part of the organization. The availability of justice is an indication that they are accepted and appreciated by their leaderships (Almaghrbee, 2007).Organizational justice is defined as the employees' images of the quality in workplace. It involves three dimensions: The procedural justice that refers to the procedures used in determining the results, the distributive justice referring to the results that the individual gains from comparing himself with others, and the interactive justice, which means the quality of treatment that the individuals obtain when the procedures are applied to them, such as in the respect given them and the feeling of dignity (Johnson, et al., 2006).Performance occupies a special position in organization. It is regarded the ultimate outcome of the organization's activities at the level of individual, organization, and state. The organization will be more stable and survive longer when the employees' performance is distinguished. In general, it can be said that the concern of the organization's concern with the level of performance normally exceeds the workers' concern. It can also be said that the performance at the organizational level or in any part of it doesn't only reflect the employees' abilities and motives but also the managers' abilities and motives. It can be noticed that the employees' concern with performance is less than that of leaders and managers in government organizations .This may force the leaders and managers to practice putting pressure on employees to raise the level of their performance to implement the tasks to achieve the goals that the organization wishes to accomplish (Sulieman, 1990).Literature ReviewMany previous Arabic and foreign studies have focused on subjects of organizational justice and job performance, but through research and investigation, we did not find any study looking directly at organizational justice and its impact on job performance, so this study tried to employ what came in these previous studies as much as possible to achieve its objectives. Alqarutee, (2009) conducted a research on the effect of procedural justice and distribution justice and work relations and personal factors on the feeling of organizational loyalty; it was applied to a sample consisting of 531 employees in the service ministries in Kuwait. …