Organizational justice and organizational commitment among South Korean police officers

Abstract

PurposeIn spite of the importance of officers' perception of organizational justice and its influence on organizational commitment, the policing literature lacks information about the relationship between the factors. Using job satisfaction as a mediator, this study aims to examine an indirect influence of organizational justice on police officers' commitment to their organization.Design/methodology/approachThis study employed a survey of 418 police officers in South Korea while on in‐service training. In exploring the complex relationship among organizational justice (i.e. distributive, procedural, and interactional), job satisfaction, and organizational commitment, the researchers utilized structural equation modeling to overcome the weaknesses of linear regression models.FindingsOfficers' perception of organizational justice was positively related with their level of organizational commitment. In addition, perception of procedural and interactional justice had an indirect impact on the officers' organizational commitment through distributive justice. Lastly, perception of organizational justice showed an indirect influence on organizational commitment through job satisfaction.Research limitations/implicationsDue to its cross‐sectional design, the findings do not confirm any causal relationship among the variables. In addition, the current study used a purposive sample of police officers in South Korea, which may limit the generalizability of the findings.Originality/valueThis study contributes to the literature by examining organizational commitment in light of officers' perception of organizational justice and job satisfaction using structural equation modeling to explore the complex relationship among the organizational factors.

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

“…As hypothesised, distributive justice was also found to have a significant positive relationship with job satisfaction among the surveyed Indian officers. This finding is consistent with the limited research to date, where distributive justice was reported to be a significant positive predictor of satisfaction among South Korean and US officers (Crow et al, 2012;Farmer et al, 2003). The current finding makes sense.…”

“…Specifically, as hypothesised, both procedural justice -promotions and procedural justice -performance evaluation were positively and significantly related to satisfaction. This is an important finding as it indicates that the relationship between organisational variables in the police remains similar across widely different cultures such as the US (Farmer et al, 2003), South Korea (Crow et al, 2012) and India. Among Indian officers, both measures of procedural justice significantly impacted job satisfaction even after controlling for age, gender, post location, tenure, educational level and position.…”

“…Both distributive and procedural justice had positive correlations with commitment among US officers (Farmer et al, 2003). In their study of Korean officers, Crow et al (2012) reported that distributive justice had a positive effect on commitment. No published research could be found focusing on Indian police officers.…”

Expressed Turnover Intention: Alternate Method for Knowing Turnover Intention and Eradicating Common Method Bias

“…Over the years, researchers and practitioners have identified the number of factors associated with the turnover intentions. The main strand of the literatures primarily concentrated on limited antecedents to turnover intention and actual turnover [17] such as job dissatisfaction [10,18], lower commitment [10,19], general adjustment [18], stress or job tension [10], justice [20]. The findings from these studies suggest that higher organizational commitment, job satisfaction and fairness at work are negatively related with turnover intention.…”

Relationship between Distributive Justice, Procedural Justice, Conflict Management Styles and Affective Commitment: A Study among Bank Employees in Northern Malaysia

“…The relationship between distributive justice, procedural justice and conflict management styles has triggered the attention of researchers in organizational behaviour such as Tatum and Eberlin (2008) and Crow et al (2012). They had conducted studies focusing on investigating the relationship of both justices and conflict management styles on organizational commitment each of the variables individually and separately.…”