INFLUENCE OF PERCEIVED FAIRNESS ON MOTIVATION OF WOMEN EMPLOYEES IN GARMENT MANUFACTURING ORGANIZATIONS

Research on Perceived Fairness, in the past, has remained mainly focused upon the corporate world. Some research is done so far to know the influence of perceived Fairness on the Garment manufacturing organizations. The current study was an attempt to add knowledge about the significance of perceived Fairness in the garment world in general, and the employee community. This study has tried to understand the bearing that perceived Fairness has got on the motivation of the women employees in the Garment manufacturing organizations, Bangalore. Based on the concepts and conceptual framework, this study helped to know the influence of perceived Fairness and its three dimensions viz.; Procedural Justice, Distributive Justice and Interactional Justice on a sample size of n= 470 women employees from 10 different garments, characterized by 5 different demographic characteristics such as Age, Marital Status, Nature of Job, Highest Qualification, No of Years of Work Experience. The organizations were chosen based on Judgement sampling. The instrument used in the study was the Perceived Fairness Scale- Distributive Justice developed by Price and Mueller (1986), Procedural Justice Moorman, 1993, Interactional Justice, Colquitt, 2001, and Motivation at workplace developed by Pareek & Purohit 2009 containing closed ended responses on a Likert Scale. The study found that interactional Justice was the most favourable perceived Fairness among women employees. The study found that taking all the variables together could highlight that there is there any significant difference established between perceived fairness dimensions and motivation at workplace across age, total experience, marital status and educational qualification. Linear regression analysis was done to test the Perceived fairness dimensions significantly predicted Motivation at workplace and the results found there was no influence of perceived Fairness on motivation at workplace towards women employees in the organisation. T-test, ANOVA and Karl Pearson's correlation found that there is a strongest relationship is between Motivation at Workplace and perceived Fairness in the organizations.