Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support

Li Song; Li Yang

doi:doi:10.11648/j.pbs.20200905.11

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Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support

Li Song, Li Yang

Published in Psychology and Behavioral Sciences (Volume 9, Issue 5)

Received: 3 August 2020 Published: 28 September 2020

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Abstract

Background: Employees’ affective commitment is helpful to get high performence and build competitiv advantage for a company. How to enhance employees' affective commitment is a hot topic in the field of management. In this study, we explore the relationship between affective commitment, perceived organizational support and job involvement. Methods: We surveyed 217 employees from local companies. We used analysis of Pearson correlation and regression models to explore associations between affective commitment, perceived organizational support and job involvement. Results: We found organiztional justice has a significant positive effect both on emplyees’ perceived organizational support and affective commitment, especially procedural justice is the most important variant effecting employees’ perceived organizational support, and leadership justice is the most significant variant influencing affective commitment, perceived organizational support plays a partial mediating role between organizational justice and job involvement. Conclusions: Findings suggest that individual perception of the organizational support plays a role in understanding when and why employees pay high attention to their work and invest more effort to achieve organizational goals. It is critical to cultivate employees’ affective commitment to their organization by method of creating a fair and supportive internal culture, which focus on procedural justice and consistently supportive organizational policies.

Published in	Psychology and Behavioral Sciences (Volume 9, Issue 5)
DOI	10.11648/j.pbs.20200905.11
Page(s)	61-67
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2020. Published by Science Publishing Group

Keywords

Organizational Justice, Perceived Organizational Support, Affective Commitment

References

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APA Style

Li Song, Li Yang. (2020). Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support. Psychology and Behavioral Sciences, 9(5), 61-67. https://doi.org/10.11648/j.pbs.20200905.11

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ACS Style

Li Song; Li Yang. Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support. Psychol. Behav. Sci. 2020, 9(5), 61-67. doi: 10.11648/j.pbs.20200905.11

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AMA Style

Li Song, Li Yang. Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support. Psychol Behav Sci. 2020;9(5):61-67. doi: 10.11648/j.pbs.20200905.11

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@article{10.11648/j.pbs.20200905.11,
  author = {Li Song and Li Yang},
  title = {Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support},
  journal = {Psychology and Behavioral Sciences},
  volume = {9},
  number = {5},
  pages = {61-67},
  doi = {10.11648/j.pbs.20200905.11},
  url = {https://doi.org/10.11648/j.pbs.20200905.11},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.pbs.20200905.11},
  abstract = {Background: Employees’ affective commitment is helpful to get high performence and build competitiv advantage for a company. How to enhance employees' affective commitment is a hot topic in the field of management. In this study, we explore the relationship between affective commitment, perceived organizational support and job involvement. Methods: We surveyed 217 employees from local companies. We used analysis of Pearson correlation and regression models to explore associations between affective commitment, perceived organizational support and job involvement. Results: We found organiztional justice has a significant positive effect both on emplyees’ perceived organizational support and affective commitment, especially procedural justice is the most important variant effecting employees’ perceived organizational support, and leadership justice is the most significant variant influencing affective commitment, perceived organizational support plays a partial mediating role between organizational justice and job involvement. Conclusions: Findings suggest that individual perception of the organizational support plays a role in understanding when and why employees pay high attention to their work and invest more effort to achieve organizational goals. It is critical to cultivate employees’ affective commitment to their organization by method of creating a fair and supportive internal culture, which focus on procedural justice and consistently supportive organizational policies.},
 year = {2020}
}

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TY  - JOUR
T1  - Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support
AU  - Li Song
AU  - Li Yang
Y1  - 2020/09/28
PY  - 2020
N1  - https://doi.org/10.11648/j.pbs.20200905.11
DO  - 10.11648/j.pbs.20200905.11
T2  - Psychology and Behavioral Sciences
JF  - Psychology and Behavioral Sciences
JO  - Psychology and Behavioral Sciences
SP  - 61
EP  - 67
PB  - Science Publishing Group
SN  - 2328-7845
UR  - https://doi.org/10.11648/j.pbs.20200905.11
AB  - Background: Employees’ affective commitment is helpful to get high performence and build competitiv advantage for a company. How to enhance employees' affective commitment is a hot topic in the field of management. In this study, we explore the relationship between affective commitment, perceived organizational support and job involvement. Methods: We surveyed 217 employees from local companies. We used analysis of Pearson correlation and regression models to explore associations between affective commitment, perceived organizational support and job involvement. Results: We found organiztional justice has a significant positive effect both on emplyees’ perceived organizational support and affective commitment, especially procedural justice is the most important variant effecting employees’ perceived organizational support, and leadership justice is the most significant variant influencing affective commitment, perceived organizational support plays a partial mediating role between organizational justice and job involvement. Conclusions: Findings suggest that individual perception of the organizational support plays a role in understanding when and why employees pay high attention to their work and invest more effort to achieve organizational goals. It is critical to cultivate employees’ affective commitment to their organization by method of creating a fair and supportive internal culture, which focus on procedural justice and consistently supportive organizational policies.
VL  - 9
IS  - 5
ER  -

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Author Information

Li Song

School of Economics and Management, Anhui University of Science and Technology, Huainan, China
Li Yang

School of Economics and Management, Anhui University of Science and Technology, Huainan, China

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APA Style

Li Song, Li Yang. (2020). Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support. Psychology and Behavioral Sciences, 9(5), 61-67. https://doi.org/10.11648/j.pbs.20200905.11

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ACS Style

Li Song; Li Yang. Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support. Psychol. Behav. Sci. 2020, 9(5), 61-67. doi: 10.11648/j.pbs.20200905.11

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AMA Style

Li Song, Li Yang. Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support. Psychol Behav Sci. 2020;9(5):61-67. doi: 10.11648/j.pbs.20200905.11

Copy | Download

@article{10.11648/j.pbs.20200905.11,
  author = {Li Song and Li Yang},
  title = {Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support},
  journal = {Psychology and Behavioral Sciences},
  volume = {9},
  number = {5},
  pages = {61-67},
  doi = {10.11648/j.pbs.20200905.11},
  url = {https://doi.org/10.11648/j.pbs.20200905.11},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.pbs.20200905.11},
  abstract = {Background: Employees’ affective commitment is helpful to get high performence and build competitiv advantage for a company. How to enhance employees' affective commitment is a hot topic in the field of management. In this study, we explore the relationship between affective commitment, perceived organizational support and job involvement. Methods: We surveyed 217 employees from local companies. We used analysis of Pearson correlation and regression models to explore associations between affective commitment, perceived organizational support and job involvement. Results: We found organiztional justice has a significant positive effect both on emplyees’ perceived organizational support and affective commitment, especially procedural justice is the most important variant effecting employees’ perceived organizational support, and leadership justice is the most significant variant influencing affective commitment, perceived organizational support plays a partial mediating role between organizational justice and job involvement. Conclusions: Findings suggest that individual perception of the organizational support plays a role in understanding when and why employees pay high attention to their work and invest more effort to achieve organizational goals. It is critical to cultivate employees’ affective commitment to their organization by method of creating a fair and supportive internal culture, which focus on procedural justice and consistently supportive organizational policies.},
 year = {2020}
}

Copy | Download

TY  - JOUR
T1  - Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support
AU  - Li Song
AU  - Li Yang
Y1  - 2020/09/28
PY  - 2020
N1  - https://doi.org/10.11648/j.pbs.20200905.11
DO  - 10.11648/j.pbs.20200905.11
T2  - Psychology and Behavioral Sciences
JF  - Psychology and Behavioral Sciences
JO  - Psychology and Behavioral Sciences
SP  - 61
EP  - 67
PB  - Science Publishing Group
SN  - 2328-7845
UR  - https://doi.org/10.11648/j.pbs.20200905.11
AB  - Background: Employees’ affective commitment is helpful to get high performence and build competitiv advantage for a company. How to enhance employees' affective commitment is a hot topic in the field of management. In this study, we explore the relationship between affective commitment, perceived organizational support and job involvement. Methods: We surveyed 217 employees from local companies. We used analysis of Pearson correlation and regression models to explore associations between affective commitment, perceived organizational support and job involvement. Results: We found organiztional justice has a significant positive effect both on emplyees’ perceived organizational support and affective commitment, especially procedural justice is the most important variant effecting employees’ perceived organizational support, and leadership justice is the most significant variant influencing affective commitment, perceived organizational support plays a partial mediating role between organizational justice and job involvement. Conclusions: Findings suggest that individual perception of the organizational support plays a role in understanding when and why employees pay high attention to their work and invest more effort to achieve organizational goals. It is critical to cultivate employees’ affective commitment to their organization by method of creating a fair and supportive internal culture, which focus on procedural justice and consistently supportive organizational policies.
VL  - 9
IS  - 5
ER  -

Copy | Download