Relationship between Organizational Justice and Organizational Conflict

This study examines the correlation between organisational justice (distributive justice, procedural justice, and interactional justice) and organisational conflict (task, relationship, and overall organisational conflict) by analysing prior research. Using a descriptive-analytical method, the literature about the influence of organisational justice on conflicts across diverse work environments was examined. The research indicated that the impression of organisational justice diminishes the incidence of organisational conflict. Distributive justice influences task conflict, as equitable allocation of rewards and resources mitigates task-related tensions. Likewise, procedural justice mitigates task conflict by establishing clear, open procedures that decrease functional discrepancies. Interactional justice directly affects interpersonal conflict, as equitable and respectful treatment by supervisors mitigates personal tensions. The study suggests that improving organizational fairness in workplaces might diminish organizational conflicts, hence positively influencing organizational performance and employee collaboration.