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Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support.

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Title: Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support.
Authors: Loi, Raymond (AUTHOR), Hang‐Yue, Ngo (AUTHOR), Foley, Sharon (AUTHOR)
Source: Journal of Occupational & Organizational Psychology. Mar2006, Vol. 79 Issue 1, p101-120. 20p. 1 Diagram, 5 Charts.
Subjects: Organizational commitment, Employee loyalty, Organizational behavior, Distributive justice, Interpersonal relations, Social exchange, Social interaction
Abstract: Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non-partners in law firms. [ABSTRACT FROM AUTHOR]
Copyright of Journal of Occupational & Organizational Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support.
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  Data: <searchLink fieldCode="AR" term="%22Loi%2C+Raymond%22">Loi, Raymond</searchLink> (AUTHOR)<br /><searchLink fieldCode="AR" term="%22Hang‐Yue%2C+Ngo%22">Hang‐Yue, Ngo</searchLink> (AUTHOR)<br /><searchLink fieldCode="AR" term="%22Foley%2C+Sharon%22">Foley, Sharon</searchLink> (AUTHOR)
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  Data: <searchLink fieldCode="JN" term="%22Journal+of+Occupational+%26+Organizational+Psychology%22">Journal of Occupational & Organizational Psychology</searchLink>. Mar2006, Vol. 79 Issue 1, p101-120. 20p. 1 Diagram, 5 Charts.
– Name: Subject
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  Data: <searchLink fieldCode="DE" term="%22Organizational+commitment%22">Organizational commitment</searchLink><br /><searchLink fieldCode="DE" term="%22Employee+loyalty%22">Employee loyalty</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+behavior%22">Organizational behavior</searchLink><br /><searchLink fieldCode="DE" term="%22Distributive+justice%22">Distributive justice</searchLink><br /><searchLink fieldCode="DE" term="%22Interpersonal+relations%22">Interpersonal relations</searchLink><br /><searchLink fieldCode="DE" term="%22Social+exchange%22">Social exchange</searchLink><br /><searchLink fieldCode="DE" term="%22Social+interaction%22">Social interaction</searchLink>
– Name: Abstract
  Label: Abstract
  Group: Ab
  Data: Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non-partners in law firms. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Journal of Occupational & Organizational Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
PLink https://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=pbh&AN=21118629
RecordInfo BibRecord:
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      – Type: doi
        Value: 10.1348/096317905X39657
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      – Code: eng
        Text: English
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        PageCount: 20
        StartPage: 101
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      – SubjectFull: Organizational commitment
        Type: general
      – SubjectFull: Employee loyalty
        Type: general
      – SubjectFull: Organizational behavior
        Type: general
      – SubjectFull: Distributive justice
        Type: general
      – SubjectFull: Interpersonal relations
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      – SubjectFull: Social exchange
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      – SubjectFull: Social interaction
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              Text: Mar2006
              Type: published
              Y: 2006
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