Role of Organizational justice in organizational commitment with moderating effect of employee work attitudes

Abstract

This research study covers the area of human resource management, where Employee commitment to the organization is difficult to retain; researches are being conducted regarding this issue, in this perspective two constructs are selected here under organizational commitment i.e. employee career commitment and supervisor related commitment. In this perspective organizational justices are taken as independent variable, where direct effect of these justices including procedural, distributive and interactional is seen on employee commitment. Employee attitudes are taken as moderator in this model. Employee attitudes along with justices collectively effect the organizational commitment. Purpose of this study is to explore the moderating role of organizational justice in organizational commitment; main purpose of this study is to see the effect of employee work attitudes on this relationship. How much these justices have effect on overall organizational commitment along with the effect of moderating variable of work attitudes. So this study has great significance as it could be a major contribution towards the education sector of Pakistan in analyzing the factors towards the employee commitment. This research study will be a great contribution in thee education sector, where it is really difficult to have committed workforce, this study is an attempt to measure that how much work attitudes moderate the effect of organizational justice on organizational commitment. Findings of this research study show positive and strong correlation among the model variables. That is a clear identification of the fact that perceived fairness in distributive, procedural and interactional justice's leads towards high level of commitment.Positive work attitudes are taken as highly effective towards the organizational commitment.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 29 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.