Abstract:
This study delved into the intricate relationship between perceptions of organizational
justice and the prevalence of employee silence, with a focus on the unique context of the
Winneba District High Court. The study employed a quantitative approach by using a
sample size of 70 respondents. The data were analysed using multiple regressions. The
findings of the study revealed a positive correlation between perceptions of fairness and
decrease employee silence, indicating that a just organizational culture fosters open
communication. Procedural justice is found to enhance trust among legal professionals,
encouraging them to engage in respectful and transparent communication. Distributive
justice promotes equitable access to legal resources and reduces feelings of injustice,
contributing to an environment where employees feel valued and willing to share their
concerns. Further, the dimensions of organizational justice significantly impact employee
silinece. Based on the findings of the study, it can be concluded organizations that
prioritize justice and fairness are more likely to create a positive work environment where
employees feel valued, engaged, and motivated to share their concerns and feedback.
Therefore, it can be recommended that prioritize fairness and justice in all aspects of
organizational functioning, including decision-making, resource allocation, and
interpersonal interactions.
Description:
A Dissertation submitted to the Department of Management Sciences of the
School of Business, University of Education, Winneba,
in partial fulfilment of the requirements for the award of degree of
Master of Business Administration
in Human Resources Management
