Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non-partners in law firms.
This study examines the relationship between demographic similarity in the supervisor-subordinate dyad and family-supportive supervision. The authors found that supervisors provided more family support to subordinates who were similar in either gender or race than to those subordinates who were dissimilar. In addition, family-supportive supervision was highest when subordinates were similar to supervisors in both gender and race. A family-supportive organizational culture was positively related to family-supportive supervision, although contrary to what was predicted, it did not attenuate the effects of gender similarity and racial similarity on family-supportive supervision. Implications of the findings and directions for future research are discussed.
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