Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support

Li, Song; Yang, Li

doi:10.11648/j.pbs.20200905.11

Cited by 3 publications

(1 citation statement)

References 16 publications

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“…Besides that, organizational commitment is also associated with the willingness of employees to contribute extra effort such as time, skill and knowledge to achieve organizational goals. Additionally, a number of researchers such as Song and Yang (2020); Meyer and Herscovitch (2001); Akpan (2013) agreed that organizational commitment consists of three elements. The first element is affective commitment that is associated with the readiness of employees psychologically and emotionally to keep working and committing to the organization.…”

Section: Introductionmentioning

confidence: 99%

Relationship between Distributive Justice and Organizational Commitment: Job Satisfaction As Mediator among Public Employees in Malaysia

Ahmad¹,

Lee²,

Salim³

2022

IJARBSS

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Distributive justice is often viewed as a key factor in the retention of an employee in an organization. Rapid economic development and aging population have considerably increased the demand of high-quality employees' performance to fulfill organizations' needs. Studies have revealed that dissatisfaction with the fairness of distribution such as pay scales, rewards and benefits provided by the organization causes employees to lose motivation to perform work with full commitment. Thus, this study was conducted to examine the role of job satisfaction as a mediating variable between distributive justice and organizational commitment. This study used a cross-sectional study method to collect data. Primary data were obtained through a questionnaire completed by 114 public servants of government agencies in Peninsular Malaysia. The data obtained were analyzed using SmartPLS 3.3 software to test the research hypotheses. The results of SmartPLS path model analysis showed three significant findings: first, distributive justice has a significant relationship with job satisfaction. Second, distributive justice has a significant relationship with organizational commitment. Third, job satisfaction acts as a mediating variable between organizational fairness and organizational commitment. The implications of the study and discussion are described further.

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Section: Introductionmentioning

confidence: 99%

Relationship between Distributive Justice and Organizational Commitment: Job Satisfaction As Mediator among Public Employees in Malaysia

Ahmad¹,

Lee²,

Salim³

2022

IJARBSS

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Is an academic justice climate effective? The moderation role of sensitivity and perceived organizational support on the impact of academic justice climate on innovation performance: a double-intermediary model of spiritual health system

Song,

Qian,

Zhang

2024

Curr Psychol

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Assessing the Role of Interpersonal and Informational Justice in the Purview of Teaching Faculty’s Job Satisfaction

โคตรศรีวงค์

มงคลศรีสวัสดิ์

2021

HSSR

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Purpose of the study: This study was designed to assess the role of interpersonal and Informational Justice in the purview of teaching faculty’s job satisfaction. Methodology: A cross-sectional and quantitative research method was carried out in three randomly selected universities of Khyber Pakhtunkhwa, Pakistan i.e. Bacha Khan University, University of Malakand, and the University of Swat. A well-structured questionnaire was used for data collection from 217 sampled respondents (employees) for primary data collection. Further, the researchers analyzed the data through descriptive and inferential statistics, i.e. frequency, percentage, correlation, and indexation of the study variables, namely dependent (job satisfaction) and independent (Interpersonal and Informational Justice), respectively. Principal Findings: Regarding the demographic sketch of the sampled respondents, the study found that the majority of the respondents were male, having the age group from 31-40 years with the collaboration of 5-10 year experiences of teaching at the university level. Further, as per the correlation test statistics at bivariate analysis between the Interpersonal and Informational Justice with job satisfaction was found significant with strong correlation (P≤0.05; 0.860) respectively. Applications of this study: The government and administration should take positive steps to provide a good working environment to establish their trust by expanding cooperation towards employees, exploration of benefits, strengthening relationships with each other, and encouragement of open communication that can stimulate and encourage an exchange of view between faculty and administration was put forward some of the recommendations in light of the study findings. Novelty/Originality of this study: This research comes under the domain of Sociology of organization and sociology of work through the perceptional-based endeavor.

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Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support

Cited by 3 publications

References 16 publications

Relationship between Distributive Justice and Organizational Commitment: Job Satisfaction As Mediator among Public Employees in Malaysia

Relationship between Distributive Justice and Organizational Commitment: Job Satisfaction As Mediator among Public Employees in Malaysia

Is an academic justice climate effective? The moderation role of sensitivity and perceived organizational support on the impact of academic justice climate on innovation performance: a double-intermediary model of spiritual health system

Assessing the Role of Interpersonal and Informational Justice in the Purview of Teaching Faculty’s Job Satisfaction

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