Exploring Favouritism, Tribal Prejudice And Religiosity As Predictors Of Organizational Justice Among Employees In A Faith Based Institution In Nigeria

Abstract

This study examined favouritism, tribal prejudice and religiosity as predictors of organizational justice among employees in a faith-based institution in Nigeria. A quantitative approach was used, and data was collected from 472 employees selected through the stratified random sampling technique. Instruments used for data collection were Demographic Data Inventory (DDI), Organizational Justice Scale (OJS), Favouritism Scale (FS), Work Discrimination Scale (WDS) and Centrality of Religiosity Scale (RS). Descriptive statistics and simple and multiple linear regression analyses were used at 0.05 significance level. The results showed significant contribution of favouritism (β = -.142, t = 7.114, p < .0005), tribal prejudice (β = -.161, t = 9.003, p < .0005), and religiosity (β = .135, t = 8.402, p < .0005) to organizational justice, and significant combined contribution of favouritism, tribal prejudice and religiosity to organizational justice (F_{(3, 468)} = 35.877, p < .0005). The study also found that religiosity had a significant positive relationship with organizational justice, while favouritism and tribal prejudice were negatively associated with organizational justice. It was subsequently recommended, among others, that management of faith-based institutions should adopt clear, merit-driven criteria for recruitment, promotion, recognition, and disciplinary actions.