Explanatory contribution of Social Responsibility and Organizational Justice on Organizational Commitment: An exploratory study in a Higher Public Education institution

Abstract

This study aimed to analyze the explanatory contribution of social responsibility and organizational justice on commitment through the setting up of a theoretical model in order to better understand the relationships that are established between these constructs. The empirical study was developed in a public higher education institution with a sample of 233 employees, professors and staff. The proposed model was estimated using a structural equation model. It was possible to observe a relationship between interactional justice perceptions and social responsibility and there contribute to the explanation of organizational affective commitment. At the same time, it was possible to observe a relationship between distributive justice and social responsibility of employees.

New Perspective on Organizational Justice (Oj) and Positive Organizational Behavior (Pob): A Systematic Review

“…Employees experience social interaction with superiors as respectful and empathetic (Otto & Mamatoglu, 2015). Interpersonal justice is the perception of fairness concerning whether employees are adequately treated, with dignity and respect within an organization (Rafael et al, 2017). Interpersonal justice is treating employees with respect, dignity, and courtesy (Shan et al, 2015).…”

“…Employees receive all necessary information (Otto & Mamatoglu, 2015). Informational justice is the perceived fairness of which employees have an adequate explanation and rationale for the decision from the authority (Rafael et al, 2017). Informational justice is sharing relevant and proper information with employees (Shan et al, 2015).…”

“…Organizational commitment is an employee's positive emotional attachment to the organization, and the bond between the employee and the organization (Moon et al, 2014). Organizational commitment is the psychological tie that features the individual's relationship with the organization (Rafael et al, 2017). Psychological connection employees possess defined by their desire to remain and sustain in an organization by accepting the organization's values and goals and cherishing them personally (Suifan et al, 2017).…”

Factors associated with organizational commitment of academic employees in Botswana

“…Few studies have been developed in the public sector, particularly in higher education institutions (Rafael et al, 2017). Research on organisational commitment of academic employees in the African continent is rather limited (Fakoet al, 2014).…”

“…The commitment of academic employees to universities is important in the context of reduced government funding in recent decades, increased pressure for efficient management and self-financing of public institutions, demand for academic employees to engage in work activities that go beyond teaching and research, to include attracting research and other funds to the university (Rafael et al, 2017). The study should be of practical interest to managers of higher education institutions seeking competitive advantage by understanding the importance of the organizational commitment of academic employees to their universities as well as the factors associated with such commitment in an African context.…”