The Relationship between Perceived Organizational Justice and Innovative Work Behavior through Knowledge Sharing

The purpose of this study was to investigate the relationship between perceived organizational justice, knowledge sharing, and innovative work behavior among Thai employees of either generation Y or generation Z in Thailand. Questionnaires were carried out to collect data from 565 participants. Descriptive statistics, correlation coefficients, and multiple linear regression were applied for the statistical analysis. In addition, t-tests were employed to compare the difference between generation Y and generation Z employees in relation to perceived organizational justice, innovative work behavior, and knowledge sharing. The results indicate that procedural justice, distributive justice, and spatial justice in the perceived organizational justice impacted directly on innovative work behavior at a significant level, while interactional justice impacted innovative work behavior through knowledge sharing as a mediator. However, procedural justice had no effect on innovative work behavior. Furthermore, generation Z's perceived organizational justice was higher than that of generation Y. For generation Z, knowledge sharing was higher than that of Generation Y at a significant level. On the other hand, generation Y's innovative working behavior was higher than that of generation Z. The study's findings can be used as guidance to improve workers' innovative work behavior in the organization.