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The role of organizational justice in determining organizational commitment

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 stu...

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Main Authors: Abdul Halim, Abdullah Shaakir, Abdull Rahman, Rabeatul Husna, Md. Yusof, Masdinah Alauyah, Mohyedin, Ainul Syakira Mahidi
Format: Article
Published: Universiti Malaysia Perlis (UniMAP) 2021
Subjects:
H Social Sciences (General)
HD Industries. Land use. Labor
Online Access:http://eprints.utm.my/id/eprint/97756/
https://ijbt.unimap.edu.my/images/stories/IJBT%20Vol%2011%20feb%202021/Vol%2011,%20no%201%20feb.%202021%20pg%2061-72%20IJBT%20268.docx.pdf
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spelling my.utm.977562022-10-31T08:13:17Z http://eprints.utm.my/id/eprint/97756/ The role of organizational justice in determining organizational commitment Abdul Halim, Abdullah Shaakir Abdull Rahman, Rabeatul Husna Md. Yusof, Masdinah Alauyah Mohyedin, Ainul Syakira Mahidi H Social Sciences (General) HD Industries. Land use. Labor 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. Universiti Malaysia Perlis (UniMAP) 2021-02 Article PeerReviewed Abdul Halim, Abdullah Shaakir and Abdull Rahman, Rabeatul Husna and Md. Yusof, Masdinah Alauyah and Mohyedin, Ainul Syakira Mahidi (2021) The role of organizational justice in determining organizational commitment. International Journal of Business and Technopreneurship (IJBT), 11 (1). pp. 61-72. ISSN 2231-7090 https://ijbt.unimap.edu.my/images/stories/IJBT%20Vol%2011%20feb%202021/Vol%2011,%20no%201%20feb.%202021%20pg%2061-72%20IJBT%20268.docx.pdf NA
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
topic H Social Sciences (General)
HD Industries. Land use. Labor
spellingShingle H Social Sciences (General)
HD Industries. Land use. Labor
Abdul Halim, Abdullah Shaakir
Abdull Rahman, Rabeatul Husna
Md. Yusof, Masdinah Alauyah
Mohyedin, Ainul Syakira Mahidi
The role of organizational justice in determining organizational commitment
description 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.
format Article
author Abdul Halim, Abdullah Shaakir
Abdull Rahman, Rabeatul Husna
Md. Yusof, Masdinah Alauyah
Mohyedin, Ainul Syakira Mahidi
author_facet Abdul Halim, Abdullah Shaakir
Abdull Rahman, Rabeatul Husna
Md. Yusof, Masdinah Alauyah
Mohyedin, Ainul Syakira Mahidi
author_sort Abdul Halim, Abdullah Shaakir
title The role of organizational justice in determining organizational commitment
title_short The role of organizational justice in determining organizational commitment
title_full The role of organizational justice in determining organizational commitment
title_fullStr The role of organizational justice in determining organizational commitment
title_full_unstemmed The role of organizational justice in determining organizational commitment
title_sort role of organizational justice in determining organizational commitment
publisher Universiti Malaysia Perlis (UniMAP)
publishDate 2021
url http://eprints.utm.my/id/eprint/97756/
https://ijbt.unimap.edu.my/images/stories/IJBT%20Vol%2011%20feb%202021/Vol%2011,%20no%201%20feb.%202021%20pg%2061-72%20IJBT%20268.docx.pdf
_version_ 1748703140355506176
score 13.211869

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