Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support

Abstract

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.

The influence of employees’ perceptions of organizational politics on turnover intentions in Zimbabwe’s SME sector

“…While the presence of distributive or procedural justice in an organization makes employees anticipate equity at their workplace, be committed to the organization and reduce inclination towards turnover intentions (Loi, Hang-yue & Foley, 2006) organizational politics mostly goes against the spirit of justice theory. In a politically charged organization, employees feel insecure because of high job ambiguities, unfairness, unjust treatment and perceived inequity (Lind, 2001).…”

“…In a politically charged organization, employees feel insecure because of high job ambiguities, unfairness, unjust treatment and perceived inequity (Lind, 2001). For instance, where perceived inequity is high, employees are likely to be dissatisfied and consequently, this lead to low organizational commitment and high turnover intentions or ultimately job quit (Lowe & Vodanovich, 1995;Loi et al, 2006). On the contrary, the absence of negative organizational politicking might create a just and fair working environment that makes employees have a perception of equity, which might culminate in high organizational commitment and low turnover intentions (Sieger et al, 2011).…”

“…Equity plays a very important role of motivating employees at workplace (Loi et al, 2006;Sieger et al, 2011). Employees make comparisons of their job inputs and outcomes.…”

“…Prior empirical studies (e.g. Loi et al, 2006;Sieger et al, 2011) on large size organizations have supported the existence of a negative relationship between organizational politics and employees' perceptions of equity. Similarly, organizational politics in the SMEs sector is to be expected to be negatively related to employees' perceptions of equity.…”

Implementing the Marketing Concept in Travel Organizations: The Important Moderating Influence of Perceived Organizational Support

“…Eisenberger et al (1986) state that POS measures the employee's perception of their organization's commitment to them, as opposed to the employees' commitment to the firm. Based on social exchange ideology, and the norm of reciprocity (Gouldner, 1960), POS advocates that employees will respond to their perceived treatment by the organization by modifying their efforts to meet organizational goals and remaining committed to realizing firm-level objectives (Loi, Hang-Yue, & Foley, 2006). Considerable attention has been given to POS in the general management and psychology literatures.…”