ABSTRACT This study was designed to investigate the combined influence of organisational justice on employees’ behavioural outcomes. The descriptive survey research design was used for this study. A sample size of 423 respondents was proportionately selected from employees of the six Seaports in Nigeria, administered by Nigeria Ports Authority. Multiple regression was used to analyse the data collected and to test for the effects among the variables. Based on the results, the study concluded that organisational justice (distributive, procedural, interpersonal and informational as well as spatial) has a combined positive influence on employees’ behavioural outcomes. Additionally, this study found that the proactive implementation of the aforementioned dimensions of organisational justice (distributive, procedural, informational, interpersonal and spatial) will help organisations ward off some contemporary worrisome employees’ behavioural tendencies such as presentism, absenteeism and cynicism with their negative consequences, which include huge financial and material loss as well as extinction. Consequently, the study recommends that organisations should have functional organisational justice policy framework that encompasses all the six dimensions of organisational justice as they have significant influence on employees’ behavioural outcomes.

中文翻译：

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在组织公正的背景下检查员工的行为结果

摘要本研究旨在调查组织公正对员工行为结果的综合影响。描述性调查研究设计用于该研究。从尼日利亚港口管理局管理的尼日利亚六个海港员工中，按比例选择了423名受访者。使用多元回归分析收集的数据并测试变量之间的影响。根据结果​​，研究得出结论，组织公正（分配，程序，人际，信息以及空间）对雇员的行为结果具有综合的积极影响。此外，这项研究还发现，上述组织正义的各个维度（分布式，程序性，信息性，人际关系和空间关系）将帮助组织抵制一些当代令人担忧的员工的行为倾向，例如现身主义，旷工和犬儒主义及其负面后果，包括巨大的财务和物质损失以及灭绝。因此，研究建议组织应具有功能性的组织公正政策框架，该框架应涵盖组织公正的所有六个方面，因为它们对员工的行为结果具有重大影响。