Organizational Justice and Organizational Citizenship Behavior: The Mediating Roles of Organizational Commitment and Leader Member Exchange

Abstract

This study aims to examine the effect of organizational justice on organizational citizenship behavior with organizational commitment and leader-member exchange as mediating variables for sewing employees of PT. Apparel One Indonesia 1. The sample used is 92 respondents with the sampling technique using purposive sampling. The data collection method used a questionnaire. Methods of data analysis using descriptive statistical tests with analysis tools, namely SmartPLS 3.0. The conclusion of this study is that organizational justice cannot improve organizational citizenship behavior either directly or through organizational commitment. However, organizational justice can increase organizational citizenship behavior only when through mediation of leader-member exchange. Recommendations for companies are that during the recruitment process, it is better to choose employees who are truly competent so that tasks can be distributed according to the employees' abilities. In addition, employees must be involved in every decision making so that employees will feel needed and recognized which in turn will bring out commitment to employees.

The Mediating Role of Perception of Corporate Social Responsibility in the Effect of the Perception of Organizational Justice on Organizational Commitment

“…It was determined that the perception of OJ has a positive effect on OC. Our research results support the research results in the literature (AlMazrouei & Zacca, 2021;Hasyim & Palupiningdyah, 2021;Jehanzeb & Mohanty, 2019;Novitasari et al, 2020). This result shows that the OC of employees can be increased if OJ is provided in businesses.…”

“…OJ is one of the key factors affecting the success of an organization (Tahseen & Akhtar, 2016). Studies show that employees exhibit positive behaviors and attitudes such as organizational citizenship (Hasyim & Palupiningdyah, 2021), work engagement (Özer et al, 2017), and job performance (AlMazrouei & Zacca, 2021) in situations where OJ is provided. Conversely, when the perception of organizational injustice occurs in the employees, they display negative behaviors and attitudes toward the organization, such as organizational cynicism (Sen et al, 2021) and turnover intention (Aryani et al, 2021).…”

Organizational justice and organizational citizenship behavior: the mediating role of work engagement

“…In other words, fairness in the organization does not lead directly to OCB. Prior studies explored several intervening variables between OJ and OCB, such as organizational commitment ( Donglong et al., 2020 ; Jehanzeb and Mohanty, 2019 ), organizational trust ( Ullah et al., 2021 ), job satisfaction ( Junru and Huang, 2019 ; Khan et al., 2020 ), job involvement ( Sujono et al., 2020 ), psychological ownership ( Jnaneswar and Ranjit, 2021 ), and leader-member exchange ( Hasyim and Palupiningdyah, 2021 ; Sheeraz et al., 2020 ). However, there is still a call to uncover the “black box” remaining in the OJ—OCB relation ( Ambrose et al., 2021 ; Rana et al., 2018 ; Zayed et al., 2020 ).…”

Extending Theory of Planned Behavior to Understand Service-Oriented Organizational Citizen Behavior

“…Aguiar-Quintana et al (2020) found that continuous organizational commitment significantly positively affects interpersonal relationships in OCB. Hasyim and Palupiningdyah (2021) also argue that organizational justice positively affects organizational commitment and further affects OCB. Therefore, this study concludes that job attitudes should also have a significant influence on service-oriented OCB, leading to the following hypothesis.…”