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Table of Contents

Chapter One: Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Research Questions
1.4 Objectives of the Study
1.5 Significance of the Study
1.6 Limitations of the Study
1.7 Scope of Study

Chapter Two: Literature Review
2.1 Definition and Concept of Organizational Justice
2.2 Types of Organizational Justice
2.3 Theoretical Frameworks on Organizational Justice
2.4 Employee Performance
2.5 Relationship between Organizational Justice and Employee Performance

Chapter Three: Research Methodology
3.1 Research Design
3.2 Population and Sampling
3.3 Data Collection Methods
3.4 Data Analysis Techniques

Chapter Four: Discussion of Findings
4.1 Overview of Findings
4.2 Analysis of Findings
4.3 Interpretation of Findings
4.4 Implications for Practice

Chapter Five: Conclusion and Summary
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations for Future Research

Brief Overview on Organizational Justice and Employee Performance

Organizational justice refers to the perceived fairness in the workplace, where employees believe that they are treated fairly in terms of rewards, procedures, interactions, and information dissemination. Organizational justice can be categorized into distributive justice, procedural justice, interpersonal justice, and informational justice.

Employee performance, on the other hand, refers to the extent to which employees achieve organizational goals and objectives. Previous research has shown that there is a positive relationship between organizational justice and employee performance. When employees perceive fairness in the workplace, they are more motivated, engaged, and committed to their work, leading to higher performance levels.

Overall, studying the relationship between organizational justice and employee performance is crucial for organizational success and employee well-being. This research aims to explore the impact of organizational justice on employee performance, identify potential areas for improvement, and provide recommendations for enhancing organizational justice practices in the workplace.

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