Understanding the Influence of Organizational Justice on Employee Motivation in Public Administration
Keywords:
Organizational justice, employee motivation, public administration, qualitative research, procedural fairness, intrinsic motivation, ethical leadershipAbstract
This study aimed to explore how perceptions of organizational justice influence employee motivation in the context of public administration in Tehran. A qualitative research design was employed to gain in-depth insights into the experiences and perceptions of public sector employees regarding fairness and motivation. Data were collected through semi-structured interviews with 17 employees from various public administration offices in Tehran, selected using purposive sampling. Interviews were conducted until theoretical saturation was reached. The data were transcribed verbatim and analyzed using thematic analysis with the assistance of NVivo software, following Braun and Clarke’s six-phase framework. Three main themes emerged from the analysis: perceived organizational justice, impact on motivation, and organizational climate and culture. Subthemes under perceived justice included fair distribution of rewards, transparent procedures, respectful interactions, voice in decision-making, and neutrality of supervisors. Employees described how fairness influenced job satisfaction, engagement, internal motivation, and organizational commitment. Moreover, justice was experienced not only through formal procedures but also within the broader organizational culture, including trust in leadership, inclusion, and shared moral values. Quotations from interviews reinforced the central role of justice in shaping motivational outcomes. Organizational justice functions as a key motivational driver in public administration, especially in contexts where material incentives are limited. Fairness in procedures, interactions, and outcomes not only fosters job satisfaction and engagement but also builds trust, ethical climate, and long-term organizational commitment. These findings highlight the need for justice-oriented managerial practices and ethical leadership in public sector institutions to sustain employee motivation and institutional performance.
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