Abstract:
The overallobjective of this study was to examine the effect of perceived organizational justice
dimensions (distributive justice, procedural justice and interactional justice) on employee’s
innovative work behavior with the mediating role of knowledge sharing in case of Arbaminch
university academics’ staff. For the sake of achieving the objective of this research, 338
academics’ staff were selected as a sample from the total population using proportionate
stratified sampling techniques. Both descriptive and Explanatory research design were employed
and the data was collected through structured and standardized five-point Likert-scale
questionnaire adopted from the previous studies. Finally, the obtained data was analyzed using
both descriptive (frequency, percentage, mean and standard deviation) as well as inferential
statistics (structural Equation Modeling, T-test and ANOVA). Thus, the major finding of this
study revealed that, there is medium level of perception of organizational justice dimensions,
practicing of knowledge sharing activity among employees and medium level of involvement in
innovative work behavior by academic staff of Arbaminch university. The finding of this study
also revealed, three form of organizational dimensions have significant and positive effect on
knowledge sharing. On the other hand, knowledge sharing has the positive and significant effect
on employee innovative work behavior. Moreover, distributive and procedural justice have
positive and significant direct effect on employee innovative work behavior. However,
procedural justice dos not affect innovative work behavior significantly. Knowledge sharing has
the role of partial, full mediation, and partial mediation in the relationship between distribut
