Abstract
This research aims to explore the impact of organizational culture and justice upon organizational commitment, and to examine the moderating effect of shared leadership in a newly established public corporation. Results find that group-based innovative culture, distributive justice, procedural-interactive justice are significantly associated with organizational commitment. In addition, shared leadership was found to positively moderate the relationship between hierarchical culture and the commitment, but also moderate the relationship between procedural-interactive justice and the commitment. Findings suggest that, to improve its employees’ organizational commitment, a newly established public corporation needs to facilitate group-based innovative culture and develop training programs to cultivate managers’ shared leadership.
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