文章基本信息

标题：Distributive and Procedural Justice, Perceived Organizational Support, and Its Effect on Organizational Commitment in Public Organization
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作者：Joni Dawud ; Hafid Aditya Pradesa ; Muhamad Nur Afandi 等
期刊名称：International Journal of Academic Research in Business and Social Sciences
电子版ISSN：2222-6990
出版年度：2018
卷号：8
期号：12
页码：1175-1188
DOI：10.6007/IJARBSS/v8-i12/5189
语种：English
出版社：Human Resource Management Academic Research Society
摘要：Social exchange theory generally exists in every part of social construction in civil society. Organizational justice, organizational support, and affective commitment could be built and examined in conceptual framework based on social exchange theory perspective. Perceived organizational support (POS) involves employees’ general perception about organization in valuing of their contributions and cares about their well-being. POS has been found to be the work experience which is most strongly linked to the commitment to the organization (organizational commitment).Furthermore, distributive and procedural justice would be treated as the antecedent of POS and commitment. Hypotheses proposed in this study argued that organizational support is more important as part of social exchange processes in public organization than the presumption that individual and organization are separate entities psychologically and more closely aligned with job attitude toward organization. As a cross-sectional design, quota sampling is used in this study. Data was collected from 42 civil servant officers in West Java Province. Partial-Least Square Structural Equation Modeling (PLS-SEM Based) is used to analyze data collected from survey. Result indicated that procedural justice and POS were significantly related to organizational commitment. Contrary to expectation, distributive justice was not significantly related to organizational commitment. Also, the study highlights the greatest effect founded in the relationship between POS and organizational commitment. These results suggest that in order to enhance commitment among civil servant officers, public organization must enforce greater effect of fair treatment by ensuring support for them. Implications and directions for future research are also discussed.