Impact of organizational justice on the continuance commitment of employees of commercial banks in Ho Chi Minh City

Abstract

Justice in the organization is one of the factors that maintain the effectiveness in managing and comparing employee performance. In addition, understanding organizational justice is also a way to have effective suggestions to help work be done faster, more efficiently and maintain employees' attachment to the organization. Recognizing the above situation, along with the importance of organizational justice, the author has built a model and surveyed employees at commercial banks in Ho Chi Minh City to assess how organizational justice affects the commitment of employees. The components of the research model include: Distributive justice, procedural justice, interpersonal justice, information justice and continuance commitment. The study applies both qualitative and quantitative methods, the data is processed by SPSS software and undergoes descriptive statistical analysis, reliability testing, exploratory factor analysis, correlation analysis and regression analysis to test the level of strong and weak impact between justice factors and continuance commitment. The number of valid questionnaires used in the study was 238. The results of the analysis show that all equity factors have an impact on organizational commitment to maintain. Based on the results of the analysis, the author proposes recommendations to improve the retention commitment of employees, prioritizing the strong and weak impact of the justice components on the continuance commitment to the employees of commercial banks in the Ho Chi Minh City.