Examining the relationship between Perceived Organizational Justice and Organizational Citizenship Behaviour in the Moroccan private sector

In current world globalization and competitive business, corporates require workers who
can perform more than their role prescriptions (Chien, 1988, cited by Golparvar, & Javadian,
2012). This extra work is termed organizational citizenship behaviour which is a vital
element to the organization live (Murphy et al., 2002, cited by Ünal, 2013). That's why in the
literature performance, OCB caught the attention of scientists in the academic domain (Wang
et al., 2018, cited by Gan, & Yusof, 2020). Not only in the American context but also in
different contexts according to (Paillé, 2009, cited by Ait Ali, 2019).
To our knowledge, the relationship between an employee and his organization resides
also in the psychological connection (Mehmet & Hasan, 2011) which is caused by work
perceptions. Behavioural researchers take care of studying the relationships between
perceptions and behaviours in organizations. And since these perceptions have been
recognized as one of the cognitive factors that influence employees' attitudes at work,
scholars have been interested by organizational justice perceptions (Cropanzano &
Greenberg, 1997, cited by Hansiya Abdul rauf, 2015).
The aim of this study is to examine the relationship between POJ and OCB in the
Moroccan private sector. So, is there any significant correlation between POJ and OCB?
Does POJ predict OCB? And what kinds of justice that influence extra-role behaviours? In
other terms, do employees who have lower POJ are less engaged in citizenship behaviours
than those who have higher ones?

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