Bracketing procedural, distributive and interactional justice with employee career commitment and supervisor commitment

Abstract

This research study covers the area of human resource management, where Employee commitment to the organization is difficult to retain; researches are being conducted regarding this issue, in this perspective two constructs are selected here under organizational commitment i.e. employee career commitment and supervisor related commitment. In this perspective organizational justices are taken as independent variable, where direct effect of these justices including procedural, distributive and interactional is seen on employee commitment. Purpose of this study is to explore the role of organizational justice in organizational commitment; main purpose of this study is to relate the procedural, distributive and interactional justice with employee career commitment and supervisor related commitment, how much these justices have effect on overall organizational commitment. So this study has great significance as it could be a major contribution towards the defense sector of Pakistan in analyzing the factors towards the employee commitment. This research study will be a great contribution in the public sector organization, where it is really difficult to have committed workforce, this study is an attempt to measure that how much is there role of organizational justice in organizational commitment. Findings of this research study show positive and strong correlation among the model variables. That is a clear identification of the fact that perceived fairness in distributive, procedural and interactional justice's leads towards high level of commitment.