The role of organizational justice in determining organizational commitment

Abstract

A fair procedural and distributive justice have the capacity to influence employees’ organizational commitment. However, there are some limitations in the past studies whereby the link between organizational justice and organizational commitment has been found to be inconsistent. Therefore, this study was conducted to investigate the relationship between justice and commitment. This study has adopted a quantitative research design using a questionnaire as the main instrument for data collection. The findings revealed a positive and significant relationship between all the dimensions of organizational justice and every dimensions of organizational commitment except between procedural justice and normative commitment. This finding suggests that not all components of organizational justice have a positive and significant linkage towards organizational commitment. Moreover, distributive justice was found to be the most dominant factor that influences organizational commitment. This result implies that the employees are more concerned about the outcome/results than on the process of making the outcome/results. This may be because the employees have little control or involvement in the decision-making process or do not foresee their future involvement in the process, and thus their perceived commitment is made primarily based on their perceived fairness of the resource allocation than on the decision-making process.