Ethical Context in Relation to Employee Commitment in a Developing Country Setting

Mitonga-Monga, Jeremy

doi:10.1007/978-3-319-98920-4_17

Cited by 1 publication

(3 citation statements)

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“…The construct of employee commitment has attracted the interest of scholars and practitioners over the last few decades (Khuwaja, Ahmed, Abid, & Adeel, 2020;Lo, Ramayah, Min, & Songan, 2010;Mitonga-Monga & Cilliers, 2015). Employee commitment is perceived as an individual's psychological attachment to the organisation (Mitonga-Monga, 2018b, 2018c. The higher the commitment level, the higher the employee's attachment towards the organisation (Ndlovu et al, 2018).…”

Section: Employee Commitmentmentioning

confidence: 99%

“…Commitment generally is defined as an individual's involvement and identification with the organisation's goals and values (Mujinga, 2020). Committed workers are likely to demonstrate a high level of psychological attachment to the organisation (Mitonga-Monga, 2018b, 2018c. Commitment is therefore associated with high levels of organisational performance (Tebele, 2012), a decrease in absenteeism and turnover intention (Scheepers & Reddy, 2019).…”

Section: Introductionmentioning

confidence: 99%

“…Organisational justice (OJ), on the other hand, refers to the perception of fairness by organisational members in terms of the processes, procedures and reward mechanisms in an organisation (Greenberg & Baron, 2003;Ledimo, 2015aLedimo, , 2015bMitonga-Monga, 2018a, 2018b. A fair workplace was found to be related with intrinsic and extrinsic motivation (Mitonga-Monga, 2018b, 2018c, employee commitment (Waribo, Akintayo, & Imonophi, 2019a) and decreased turnover intention (Ndlovu, Ngirande, Setati, & Zhuwao, 2018).…”

Section: Introductionmentioning

confidence: 99%

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Transformational leadership influences on organisational justice and employee commitment in a customer service organisation

Khuzwayo

Flotman

Mitonga-Monga

2022

SA Journal of Industrial Psychology

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The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation. Motivation for the study:The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment.Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation. Main findings:The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment.Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace. Contribution/value-add:This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions.

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