POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION

Lacking awareness of appropriate type power to apply might cause top management implement equitable practices that fail produce job satisfaction among subordinates. This study attempts assess the relationship between organisational justice, distance and employees Selangor Office State secretary, Malaysia. It employed a survey method gather data from employees. The SmartPLS is used evaluate psychometric properties test research hypotheses. results path model analysis revealed two important findings: First, interaction distributive justice low was significantly correlated with satisfaction. Second, procedural high-power outcome confirms moderated by distance, while high distance. Further, significant recommendations this can help practitioners understand diverse perspectives draw up cross-cultural plans enable their human resource contribute towards attainment organisation’s vision missions.