Date
9-25-2025
Department
School of Behavioral Sciences
Degree
Doctor of Philosophy in Psychology (PhD)
Chair
Jerry Green
Keywords
job satisfaction, organizational justice, remote work, virtual work, traditional work, working environments
Disciplines
Psychology
Recommended Citation
Mabry, Ryan, "Exploring the Difference in Perceived Organizational Justice Between Remote and Traditional Workers and Relationships Between Perceived Organizational Justice and Job Satisfaction" (2025). Doctoral Dissertations and Projects. 7520.
https://digitalcommons.liberty.edu/doctoral/7520
Abstract
Organizations struggle to achieve holistic job satisfaction, as remote workers often feel excluded and traditional workers frequently feel overworked. This quantitative study explored the perceived differences in organizational justice between remote and traditional workers. It also investigated the relationship between organizational justice and job satisfaction within both working environments. A sample size of 176 participants completed a 35-item Likert inventory covering demographics, working environment, job satisfaction, and organizational justice. An independent samples t-test was used to measure the differences in organizational justice between remote and traditional workers. A Pearson correlation examined the relationship between organizational justice and job satisfaction in both subgroups. The results showed remote workers perceived significantly higher levels of organizational justice compared to their traditional counterparts with the average justice perceptions between remote (M = 3.75, SD = .087, n = 79) and traditional workers (M = 3.22, SD = 0.87, n = 97), t(174) = 4.05, p < .001 (two-tailed). A significant positive relationship was found between organizational justice and job satisfaction among remote workers, with 73% of the variance in job satisfaction explained by perceived organizational justice. Traditional workers also showed a significant positive relationship between organizational justice and job satisfaction, with 59% variance in job satisfaction, which was explained by perceived organizational justice in traditional workers. This study added to the research by clarifying the role of the environment on perceptions of organizational fairness and employee satisfaction.
