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Vol. 3 No. 1 (2026): January

Copyright (c) 2026 Zubair Azimi, Hikmatullah Wahidi, Sayed Nematullah Hashimi, Hamdullah Quraishi

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Examining the Relationship Between Organizational Justice and Administrative Staff Performance: A Case Study of Kabul University

https://doi.org/10.62810/jssh.v3i1.215
Zubair Azimi
Kabul University, Department of Public Policy, Faculty of Public Policy & Administration, Kabul, Afghanistan
Hikmatullah Wahidi
Kabul University, Department of Development Studies, Faculty of Public Policy & Administration, Kabul, Afghanistan
Sayed Nematullah Hashimi
Kabul University, Department of Public Policy, Faculty of Public Policy & Administration, Kabul, Afghanistan
Hamdullah Quraishi
Kabul University, Department of Public Policy, Faculty of Public Policy & Administration, Kabul, Afghanistan

Corresponding Author(s) : Zubair Azimi

azimizubair@gmail.com

Journal of Social Sciences and Humanities, Vol. 3 No. 1 (2026): January

Abstract

The main objective of this study was to examine the relationship between organizational justice and employee performance among administrative staff at Kabul University. This research is applied in nature and descriptive-correlational in terms of data collection methodology. The statistical population included all administrative staff of Kabul University, totaling 393 individuals. Using simple random sampling and Morgan’s table, a sample of 196 employees was selected. Standard questionnaires were employed to collect data, including Niehoff & Moorman’s (1993) Organizational Justice Questionnaire and Hersey & Goldsmith’s (1981) Employee Performance Questionnaire. The questionnaire's reliability was evaluated using Cronbach’s alpha, yielding a coefficient of 0.80. Several management experts assessed the content validity of both questionnaires. Results of Spearman’s correlation test indicated a positive and significant relationship between organizational justice and employees’ performance t (r = 0.618, p = 0.000). For the first hypothesis, the correlation coefficient of 0.327 and significance level of 0.000 indicated a positive relationship between distributive justice and employee performance. For the second hypothesis, the correlation coefficient of 0.335, with a significance level of 0.000, indicated a moderate positive relationship between procedural justice and employee performance. For the third hypothesis, the correlation coefficient of 0.850 and significance level of 0.000 indicated a strong positive relationship between interactional justice and employee performance. The findings suggest that when organizational justice is appropriately implemented, it increases employees’ job satisfaction and organizational commitment and enhances organizational effectiveness. 

Keywords

Distributive Justice Employee Performance Interactional Justice Organizational Justice Procedural Justice
Zubair Azimi, Wahidi, H., Sayed Nematullah Hashimi, & Hamdullah Quraishi. (2026). Examining the Relationship Between Organizational Justice and Administrative Staff Performance: A Case Study of Kabul University. Journal of Social Sciences and Humanities, 3(1), 15–31. https://doi.org/10.62810/jssh.v3i1.215
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Received 2025-11-02
Accepted 2026-01-26
Published 2026-01-31
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