Justice Enhances Commitment When Coupled With Empowerment

Abstract

This study explores the impact of organizational justice on employee commitment. It also analyzes the mediating role that psychological empowerment plays in the relationship between organizational justice and empowerment. The sample for this study consisted of 206 respondents from various service sector organizations of Pakistan. The results from the structural equation model analysis revealed that organizational justice was positively related to psychological empowerment and affective commitment. Furthermore, psychological empowerment partially mediated the relation between organizational justice and affective commitment.

Enhancing organizational citizenship behavior in a non-western context of the UAE: the role of organizational justice, leadership and psychological empowerment

“…OJ has a significant influence on PE and LMX consistent with the existing literature (Durrani et al , 2017; Ionescu and Iliescu, 2021; Kieu, 2023; Kim and Beehr, 2020; Shan et al , 2015; Singh and Singh, 2019). This suggests that promoting fairness and justice in leaders’ practices and procedures, organizations can enhance employees’ attitudes and behavior, ultimately leading to a more engaged and productive workforce.…”

“…Employees demonstrate OCB when they perceive fair treatment from their organizations (Elamin and Tlaiss, 2015), especially when they are psychologically empowered (Singh and Singh, 2019). OJ was found to have a significantly positive impact on PE (Durrani et al, 2017;Kim and Beehr, 2020;Singh and Singh, 2019) and PE was found to promote OCB (Newman et al, 2017;Sridadi et al, 2023;Turnipseed and VandeWaa, 2020). It was also suggested and proven that PE has a mediating effect between OJ and OCB (Singh and Singh, 2019).…”

“…Organizations can convey OJ to their employees in different ways, such as through fair allocation of resources, responsibilities, involvement and information sharing, those actions as a result, will foster the employees' sense of PE (Singh and Singh, 2019). OJ was found to have a significantly positive impact on PE (Durrani et al, 2017;Kim and Beehr, 2020;Singh and Singh, 2019). Hence, the proposed hypothesis testing the relationship between the OJ and PE and their dimensions will be as follows:…”

“…Many studies have provided evidence supporting the direct relationship between OJ and different positive behaviors, such as PE (Durrani et al, 2017;Kim and Beehr, 2020;Singh and Singh, 2019), OCB (Chan and Lai, 2017;Das and Mohanty, 2023;Jnaneswar and Ranjit, 2022;Rahman and Karim, 2022;Singh and Singh, 2019) and LMX (Ionescu and Iliescu, 2021;Kieu, 2023;Shan et al, 2015). Drawing attention to OJ helps in promoting PE because employees perceive a sense of competence, self-determination, meaningfulness and impact, which are the four dimensions of PE (Singh and Singh, 2019).…”