Handbook of Employee Commitment
Edited by John P. Meyer
Chapter 25: Organizational justice and employee commitment: a review of contemporary research
D. Ramona Bobocel and Frank Mu
Abstract
Organizational commitment has long been an outcome of interest in justice theory and research. Much of the early research was guided by two conceptual paradigms: the differential effects paradigm, in which researchers examined the relative contributions of employees’ perceptions of distributive, procedural, and interactional justice to commitment; and the interaction effects paradigm, in which researchers examined the joint effects of the different justice perceptions. Although these approaches continue to guide contemporary research on justice and commitment, investigators have also developed new conceptual paradigms. In this chapter, the authors review three such paradigms in the contemporary literature _ entity justice, multi-foci justice, justice climate _ and summarize their novel contributions to the understanding of the connection between justice and employee commitment. The authors also discuss the mechanisms by which justice has been theorized to promote commitment. Finally, they consider practical implications of the contemporary research.
You are not authenticated to view the full text of this chapter or article.
Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.
Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.
Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.