Organizational Justice, Psychological Contract Fulfillment and Employee Engagement -- A Study of Teachers in Privately-Run Higher Institutions in Fujian, China

Abstract

This study provides an in-depth exploration of the relationships among procedural justice, distributive justice, interpersonal justice, information justice, psychological contract fulfillment, and employee engagement in privately-run higher institutions in Fujian, China. Adopting a management perspective, a quantitative research approach was employed, rigorously testing the original data using the Bootstrapping algorithm with a resampling sample size of 5000. The results of path analysis in the structural equation model reveal the interconnections among various dimensions of organizational justice and their impacts on psychological contract fulfillment and employee engagement. A key finding is the positive correlation between organizational justice dimensions, especially procedural justice, distributive justice, interpersonal justice, and information justice, with psychological contract fulfillment. Teachers' perceptions of fair and transparent procedures, equitable resource distribution, positive interpersonal relationships, and effective communication significantly contribute to their sense of psychological contract fulfillment. This underscores the importance of cultivating a fair and transparent organizational environment to enhance teachers' psychological well-being. Beyond organizational justice dimensions, the study explores the relationship between psychological contract fulfillment and employee engagement. The results show a significant positive correlation, emphasizing that teachers with higher levels of psychological contract fulfillment are more likely to demonstrate increased engagement in their roles. This aligns with existing literature emphasizing the critical role of psychological contract fulfillment in fostering employees' commitment, satisfaction, and motivation. Additionally, the confirmed positive correlation between psychological contract fulfillment and employee engagement underscores the importance of attending to teachers' perceptions of their psychological contracts. Organizations that prioritize cultivating a positive psychological contract are likely to experience higher levels of employee engagement, contributing to increased productivity and organizational success. The mediation analysis emphasizes the crucial role of psychological contract fulfillment in translating the positive effects of organizational justice dimensions into enhanced employee engagement. This mediating mechanism serves as a pathway through which fair and just organizational practices positively influence teachers' active involvement in their roles. In conclusion, this study not only advances academic understanding but also provides practical implications for the management of privately-run higher institutions in Fujian, China.