The Influence of Fair Treatment in the Workplace on Employee Diligence and Corporate Social Responsibility: A Viewpoint from the Banking Industry

This study looks at the link between organizational justice as seen by employees, job conscientiousness, and social responsibility in the context of private bank employees. The study's cross-sectional design method looked at workers with less than one year of experience. Participants answered standardized questionnaires to assess their views on social responsibility, job conscientiousness, and organizational justice. Regression analysis is done on the data. Social responsibility, work ethics, and organizational fairness. According to our findings, substantial link between organizational justice and social responsibility and job conscientiousness. These results led the study's authors to advise bank managers to modify their management procedures in order to lessen emotions of authoritarianism and to take proactive measures to improve employee productivity in the long term.

I. Introduction

Maintaining employee satisfaction and loyalty requires a positive work environment and fair treatment. Employees' perceptions of organizational fairness strongly correlate with behavior, effort, turnover, and job satisfaction. To keep employees happy and dedicated, companies must distribute benefits equally, avoid discrimination, and provide a sense of value. Fair pay distribution, awards, and promotions can impact job satisfaction and loyalty. Unfair practices can lower loyalty, drive, and increase turnover. A just and fair work environment is critical to improve employee commitment. Companies can prevent employee discrimination and foster a sense of value to sustain loyalty, motivation, and happiness, which helps them remain competitive world.