ABSTRACT
This chapter intends to investigate the effects of perceived organizational justice and generational cohort on burnout and self-efficacy and the association between burnout and self-efficacy. The participants of the study consist of 120 (60 Gen X and 60 Gen Y) employees working in India. Its findings suggest that the employees with perceptions of distributive justice show higher burnout, while the employees with perceptions of procedural justice show higher self-efficacy. Both generational cohorts (gen X and Y) show no difference in their burnout and self-efficacy. When the employees feel they give more to the organization and, in return, they receive less, then they report having higher burnout, whereas procedural justice shapes the employee’s behavior. Thus, there is an increase in self-efficacy. It indicates that procedural justice values shape the employee’s behavior and lead them to lower burnout and higher self-efficacy.
