Does the perception of organizational justice determine employees' affective commitment? The mediating role of organizational trust

Abstract

PurposeThe purpose of this paper is to identify select antecedents for affective commitment (AC) and whether organizational trust (OT) mediates the relationship between dimensions of organizational justice (OJ) and AC.Design/methodology/approachUsing a survey-based design, data were collected from employees across industry verticals who were working in various organizations and participated in an executive management program at an Indian management institute. Analysis was carried out using a partial least square-based package of ADANCO 2.2.1.FindingsIn line with cross-cultural research, the results indicated that distributive and informational justice contribute toward employees' AC. In addition, the findings confirmed that OT mediates the justice-AC relationship for distributive, interpersonal and informational justice. The role of job satisfaction (JS) as an important antecedent was also identified.Practical implicationsThe evidence-based findings, as represented in importance–performance map analysis (IPMA), will help the organizational leaders understand the factors responsible for employees' AC. Leaders will appreciate the important role played by justice, fairness and OT in enhancing commitment. The importance of JS was also highlighted.Originality/valueThis is a pioneering study to provide empirical evidence of the moderating effect of trust on OJ and the AC relationship. It is also one of the first to consider all of the four dimensions of OJ as possible antecedents for AC in a non-Western context.

Kesan Pengantara Sokongan Organisasi terhadap Hubungan antara Persepsi Keadilan Penilaian Prestasi dan Niat Berhenti Kerja dalam kalangan Anggota Polis

“…Jika prosedur dilihat sebagai adil, pekerja akan menunjukkan tahap kepuasan, kepercayaan dan komitment yang lebih tinggi kepada organisasi (Konovsky 2000). Dapatan kajian-kajian lepas telah membuktikan bahawa keadilan prosedur mempunyai kesan positif keatas sokongan organisasi (Arnéguy et al 2022;Kyei-Poku 2019;Malla & Malla 2022;Nazir et al 2019;Rubel et al 2020). Oleh itu, hipotesis yang dibina berdasarkan kajian lepas adalah seperti berikut: H2 Keadilan prosedur (interaksi) dalam penilaian prestasi mempunyai kesan yang positif terhadap sokongan organisasi.…”

“…Ini adalah disebabkan oleh, keadilan distributif mempunyai kaitan terhadap hasil kerja seperti kepuasan, komitmen organisasi, kepuasan bayaran dan kepercayaan kepada organisasi (Cohen-Charash & Spector 2001). Oleh yang demikian, dapatan kajian-kajian lepas mendapati keadilan distributif mempunyai kesan positif keatas sokongan organisasi (Arnéguy et al 2022;Kyei-Poku 2019;Malla & Malla 2022;Nazir et al 2019;Rubel et al 2020). Hipotesis yang dibina berdasarkan kajian lepas adalah seperti berikut:…”

“…Dimensi keadilan maklumat didapati mempunyai impak yang lebih kuat ke atas penglibatan pekerja (Gupta & Kumar 2013). Berdasarkan kepada beberapa kajian lepas, keadilan maklumat dalam penilaian prestasi mempunyai hubungan positif terhadap sokongan organisasi (Arnéguy et al 2022;Kyei-Poku 2019;Malla & Malla 2022;Nazir et al 2019;Rubel et al 2020). Hipotesis yang dibina berdasarkan kajian lepas adalah seperti berikut: H5 Keadilan maklumat dalam penilaian prestasi mempunyai kesan yang positif terhadap sokongan organisasi.…”

“…Sehubungan itu, kajian melibatkan keadilan interpersonal kurang dikaji dan dapatan kajian ini telah memberi penambahan pengetahuan baharu. Namun begitu, hasil kajian yang melibatkan keadilan interpersonal adalah bergantung kepada amalan budaya jarak kuasa, hierariki dan perbezaan budaya antarabangsa (Hofstede 1984;Jiang et al 2017;Malla & Malla 2022).…”

How does perceived organizational justice mediate talent management of non-high potential employees and their outcomes?

“…Lambert et al, 2020;Zahednezhad et al, 2021), affective commitment (e.g. Khaola and Rambe, 2021;Malla and Malla, 2022;Pathardikar et al, 2022), and the intention to leave (e.g. Knezovi c and Neimarlija, 2022;Zahednezhad et al, 2021).…”