Managing Job Satisfaction: The Mediating Effect of Procedural Fairness
Selin METIN CAMGOZ, Pinar BAYHAN KARAPINAR

Abstract
The present study aims to propose and test an integrative model that considers the mediating effect of procedural justice on the relationships between personality traits and job satisfaction (JS). Such inquiry is important in that it tests a mediated relationship that reflects a process of connecting personality with behavior. We hypothesized that the personality traits of an employee would affect their justice perceptions and consequently, their level of JS. Survey data were collected from 218 employees working in insurance companies. Hierarchical regression analyses postulated that Big-Five and JS relationships were mediated by procedural justice. The relationships between conscientiousness and JS were completely mediated by procedural justice, while the relation between extraversion, agreeableness and neuroticism and JS were partially mediated by procedural justice. Our findings indicate that organizations should focus more on developing employees’ justice which is the underlying relationship between personality and JS. Keywords: Big-Five, mediating effect, procedural justice, job satisfaction

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