In the present economic scenario, companies are realizing that managerial effectiveness is an important issue in today's competitive business environment. The paper aims at examining the effect of organizational justice on managerial effectiveness. The sample consists of 200 respondents working in different organizations. Stepwise multiple regression analysis is used to find out the results. The study examines the effect of the distribution of rewards, organizational policies and procedures and interpersonal treatment on managerial effectiveness. The findings from the study indicated that justice perception among managers enhances managerial effectiveness and heightens the productivity in organizations.

Organizational justice has received a great deal of attention in the fields of management and psychology (Begley et al., 2006). Distributive, procedural and interactional justice are the key issues for successful organizations. A substantial body of research has examined the impact of justice perceptions on outcomes such as job satisfaction, organizational commitment, organizational citizenship behavior, productivity and withdrawal behaviors that consistently illustrate the importance of justice in the workplace (Cohen-Charash and Spector, 2001; Colquitt et al., 2001; and Viswesvaran and Ones, 2002). The purpose of this investigation is to explore the relationship between perceptions of organizational justice and managerial effectiveness. If modern managers focus on organizational justice issues, they will be healthier and more productive at workplace and will create long-term performance cultures which would lead to sustainability. Implications from this research can help organizations advance processes and prepare managers to facilitate organizational decision that impact policies and procedures to maximize their competencies. To facilitate this discussion, first, we briefly review the literature on managerial effectiveness. Second, we examine the research on organizational justice, followed by the development of our hypotheses. We subsequently describe our research methods and results, along with conclusions.

Organizations must make effective use of their human resources in order to succeed in today's global market place. In a highly competitive global economy, companies are realizing the fact that their employees, especially those at the managerial levels, are the only sources of competitive advantage, and their performance and satisfaction are considered to be the key variables that influence the effectiveness and performance of the organization. Organizations must therefore identify factors that influence the performance and job satisfaction of managers. Among the various factors that can influence the performance and job satisfaction of managers, `organizational justice' is one.

Organizational Behavior Journal, Justice Perception, Managerial Effectiveness, Stepwise Multiple Regression Analysis, Organizational Commitment, Organizational Decision, Global Economy, Organizational Justice, Career Development, Decision-Making Process, Social Exchange Theory, Compensation System.