Exploring the moderating effect of organisational climate on organisational justice and employees’ commitment in selected Nigerian banking sectors

Abstract

Organisations are currently facing challenges due to internationalization and fundamental shifts in industries worldwide. The Nigerian banking sector is experiencing exceptional difficulties and competitive forces such as the issue of managerial decisions, perceptions of inequality, unfair treatment and a poor connection between individuals and their work environment. As a result, this study aims to acquire improved knowledge of how organisational justice and climate variables influence employee engagement in this industry. This investigation took a descriptive research technique. There were 361 questionnaires issued but only 332 were returned. 91.97% of the questionnaires examined were returned which is considered satisfactory for this study. Descriptive statistics were analysed using Statistical Packages for the Social Sciences (SPSS) while inferential statistics were used to evaluate the generated hypothesis using SEM-PLS. The findings showed that organisational climate does not moderate the relationship between organisational justice and employees' commitment but organisational justice has a direct relationship with employees' commitment. It can be concluded that organisational climate does not moderate the relationship between organisational justice and employees' commitment. Organisational stakeholders should make informed choices and implement successful strategies to improve employee well-being and organisational outcomes by understanding the relationship between organisational justice and employees' commitment.