Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment
Keywords:Organizational Justice, employee sustainability, Organizational Commitment
Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan).
Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis.
Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES).
Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.
Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2(267-299).
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1), 1-18.
Astuti, S. D., & Ingsih, K. (2019). Distributive Justice Improves Job Satisfaction and Procedural Justice Increases Organizational Commitment. Calitatea, 20(169), 93-98.
Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. Research on negotiation in organizations, 1(1), 43-55.
Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
Chan, K. (2019). The Impact of Perceived Organisational Support on Employee Retention and Successful Organisation Management. UTAR,
Cheung, M. F. (2013). The mediating role of perceived organizational support in the effects of interpersonal and informational justice on organizational citizenship behaviors. Leadership & Organization Development Journal, 34(6), 551-572.
Choi, B., & Choi, B.-J. (2014). The effects of perceived service recovery justice on customer affection, loyalty, and word-of-mouth. European Journal of Marketing, 48(1/2), 108-131.
Chung, R.-L. (2001). Job satisfaction and organizational commitment among junior high school counselors in Taipei, Taiwan.
Cole, M. S., Bernerth, J. B., Walter, F., & Holt, D. T. (2010). Organizational justice and individuals' withdrawal: Unlocking the influence of emotional exhaustion. Journal of Management Studies, 47(3), 367-390.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of applied psychology, 86(3), 425.
Colquitt, J. A., & Rodell, J. B. (2015). Measuring Justice and Fairness 8. The Oxford Handbook of Justice in the Workplace, 187.
Colquitt, J. A., & Zipay, K. P. (2015). Justice, Fairness, and Employee Reactions. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 75-99.
Crow, M. S., Lee, C.-B., & Joo, J.-J. (2012). Organizational justice and organizational commitment among South Korean police officers: An investigation of job satisfaction as a mediator. Policing: An International Journal of Police Strategies & Management, 35(2), 402-423.
Cugueró-Escofet, N., Bertran, À. F., & Rosanas, J. M. (2019). Is Justice More Important than Would Be Expected? The Role of Justice in Management Control Systems to Generate Goal Congruence, Trust in Managers and Fairness Perceptions. Social Justice Research, 32(1), 26-54.
Diah, A. M., La Ode Hasiara, R., & Irwan, M. (2020). Employee Retention of Pharmaceutical Firms in Indonesia: Taking Investment in Employee Development and Social and Economic Exchange as Predictors. Systematic Reviews in Pharmacy, 11(1), 564-572.
Diaz, M. (2020). Management style and employee retention. California State University–Northridge,
Dror, I. E., & Cole, S. A. (2010). The vision in “blind” justice: Expert perception, judgment, and visual cognition in forensic pattern recognition. Psychonomic bulletin & review, 17(2), 161-167.
Farh, J.-L., Podsakoff, P. M., & Organ, D. W. (1990). Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction. Journal of management, 16(4), 705-721.
Foster, R. D. (2010). Resistance, justice, and commitment to change. Human resource development quarterly, 21(1), 3-39.
Goldman, B., & Cropanzano, R. (2015). “Justice” and “fairness” are not the same thing. Journal of Organizational Behavior, 36(2), 313-318.
Greenberg, J., & Cropanzano, R. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. Justice in the workplace: Approaching fairness in human resource management, Lawrence Erlbaum Associates, Hillsdale, NJ.
Hendrix, S. E. (1999). Guatemalan Justice Centers: The Centerpiece for Advancing Transparency, Efficiency, Due Process, and Access to Justice. Am. U. Int'l L. Rev., 15, 813.
Imamoglu, S. Z., Ince, H., Turkcan, H., & Atakay, B. (2019). The Effect of Organizational Justice and Organizational Commitment on Knowledge Sharing and Firm Performance. Procedia Computer Science, 158, 899-906.
Jang, J., Lee, D. W., & Kwon, G. (2019). An Analysis of the Influence of Organizational Justice on Organizational Commitment. International Journal of Public Administration, 1-9.
Karam, E. P., Hu, J., Davison, R. B., Juravich, M., Nahrgang, J. D., Humphrey, S. E., & Scott DeRue, D. (2019). Illuminating the ‘face’of justice: A meta‐analytic examination of leadership and organizational justice. Journal of Management Studies, 56(1), 134-171.
Kaur Sahi, G., & Mahajan, R. (2014). Employees’ organisational commitment and its impact on their actual turnover behaviour through behavioural intentions. Asia Pacific Journal of Marketing and Logistics, 26(4), 621-646.
Kinley, N., & Ben-Hur, S. (2020). Fairness. In Leadership OS (pp. 91-107): Springer.
Kofi, H., Asiamah, N., & Mireku, K. (2016). The effect of organisational justice delivery on organisational commitment: Controlling for key confounding variables. Journal of Global Responsibility, 7(2), 1-14.
Leow, K. L. (2015). Organizational commitment: The study of organizational justice and leader-member exchange (LMX) among auditors in Malaysia. International Journal of Business and Information, 4(2).
Leventhal, G. S. (1976). The distribution of rewards and resources in groups and organizations. Advances in experimental social psychology, 9, 91-131.
Leventhal, G. S. (1980). What should be done with equity theory? : Springer.
Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management journal, 43(4), 738-748.
Mathieu, A., Bruvold, N. T., & Ritchey, P. N. (2000). Subcultural research on organizational commitment with the 15 OCQ invariant instrument. Journal of Personal Selling & Sales Management, 20(3), 129-138.
Merriman, K. K., Sen, S., Felo, A. J., & Litzky, B. E. (2016). Employees and sustainability: the role of incentives. Journal of Managerial Psychology, 31(4), 820-836.
Mete, E. S., & Sökmen, A. (2019). The Mediating Role of Organizational Commitment in the Organizational Justice’s Effect on Job Satisfaction and Turnover Intention: A Research on Academic Staff. Gazi İktisat ve İşletme Dergisi, 5(3), 193-205.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
Mitchell, T. R., Holtom, B. C., & Lee, T. W. (2001). How to keep your best employees: Developing an effective retention policy. The Academy of Management Executive, 15(4), 96-108.
Moorman, R. H., Niehoff, B. P., & Organ, D. W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee responsibilities and rights journal, 6(3), 209-225.
Mowday, R. T., Porter, L. W., & Steers, R. (1982). Organizational linkages: The psychology of commitment, absenteeism, and turnover. In: San Diego, CA: Academic Press.
Nadiri, H., & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International journal of hospitality management, 29(1), 33-41.
Ohana, M., & Meyer, M. (2016). Distributive justice and affective commitment in nonprofit organizations: Which referent matters? Employee Relations, 38(6), 841-858.
Park, Y., Song, J. H., & Lim, D. H. (2016). Organizational justice and work engagement: the mediating effect of self-leadership. Leadership & Organization Development Journal, 37(6), 711-729.
Perryer, C., Jordan, C., Firns, I., & Travaglione, A. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33(9), 911-923.
Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21(5), 525-546.
Saunders, S. C. (2007). Reliability, life testing and the prediction of service lives: for engineers and scientists: Springer Science & Business Media.
Scales, A. N., & Brown, H. Q. (2020). The effects of organizational commitment and harmonious passion on voluntary turnover among social workers: A mixed methods study. Children and Youth Services Review, 110, 104782.
Sjahruddin, H., & Normijati, A. A. S. (2013). Personality effect on organizational citizenship behavior (OCB): trust in manager and organizational commitment mediator of organizational justice in Makassar City Hospitals (Indonesia). European Journal of Business and Management, 5(9), 95-104.
Tettey, W. J. (2006). Staff retention in African universities: elements of a sustainable strategy. World Bank, Washington, DC.
Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological perspective.
Thomas, D. S., & Twyman, C. (2005). Equity and justice in climate change adaptation amongst natural-resource-dependent societies. Global environmental change, 15(2), 115-124.
Thuy, N. T. B., & Van, P. D. N. Y. (2020). Employee Commitment to Organizational Change with the Role of Job Satisfaction and Transformational Leadership. Technium Social Sciences Journal, 2, 1-17.
Tremblay, M., Gaudet, M.-C., & Vandenberghe, C. (2019). The role of group-level perceived organizational support and collective affective commitment in the relationship between leaders’ directive and supportive behaviors and group-level helping behaviors. Personnel Review.
Williams, S., Pitre, R., & Zainuba, M. (2002). Justice and organizational citizenship behavior intentions: Fair rewards versus fair treatment. The Journal of social psychology, 142(1), 33-44.
Wong, Y.-T., Ngo, H.-Y., & Wong, C.-S. (2006). Perceived organizational justice, trust, and OCB: A study of Chinese workers in joint ventures and state-owned enterprises. Journal of World Business, 41(4), 344-355.
Yousef, D. A. (2000). Organizational commitment: A mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country. Journal of Managerial Psychology, 15(1), 6-24.
How to Cite
Copyright (c) 2020 Mehreen Fatima Qaisrani, Zeeshan Izhar, Dr. Zaheer Abbas Kazmi
This work is licensed under a Creative Commons Attribution 4.0 International License.