Procedural justice and Employees Commitment to Supervisor in Nigerian Health Sector

In this research, we investigated the relationship between procedural justice and employees commitment to supervisor in Rivers State of Nigeria. A survey questionnaire was sent out to a sample size of 103 employees, resulting in 99 responses out of which 13 copies of the questionnaire were not statistically usable. The Spearman rank correlation coefficient was used for data analysis. This study found a significantly positive relationship between procedural justice and employees commitment to supervisor. We found that employees tend to easily identify with supervisors that implement fair procedures than those that do not and employees do study or evaluate their organizations justice climate to identify procedural injustice by comparing policies of different organizations. We concluded that fairness of procedures could reinforce a healthy justice climate and employees commitment to supervisor in turn. The justices of outcome and interaction depend mainly on the justice of procedures, as unjust procedures may not turn out a just outcome. We, therefore, recommended that organizations should commission enquiries into the justice climate of the industries they operate, ascertain the best practice, beat such a practice or at least align procedures, policies and programmes with the principles of fairness.