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Abstract
This paper examined how perceived procedural justice and exchange ideology affect employees’ commitment inSaudi private sector companies. A self-administered questionnaire was distributed to a random sample of 104Saudi employees. Descriptive statistics, reliability analysis and regression analysis, were used to analyze thedata. The results revealed that perception of organizational procedural justice influenced employees’commitment towards their organizations. Employees with high exchange ideology perceiving procedural justiceas unfair who fear the loss of such fairness would consider staying with the company to be risky and would intendto leave were not affectively committed toward their organizations, while those perceiving procedural justice withlow exchange ideology had a moderate or no relation with affective commitment.
Highlights
One of the main concerns for many companies today is staff retention
Moorman et al (1998) examined the conceptual model to identify the roles of perceived organizational support in the relationship between employees’ distributive justice perception and organizational citizenship behaviors (OCB), based on social exchange theory
This study was tested among 93 MBA students, by using mediated regression analysis; the findings suggested that POS acts as a mediator between distributive justice perceptions and OCB
Summary
One of the main concerns for many companies today is staff retention Employees leaving their organizations or intending to leave their organizations are costing these organizations substantially. Most Saudi nationals prefer to work in the public sector because of relaxed working conditions and high compensation packages. This leaves the private sector in a difficult position to meet established targets of hiring nationals. Whether the Saudi nationals intend to leave private organizations or remain with them, low commitment can be detrimental because of lack of productivity and lower financial returns. This study examines possible effects of procedural justice and exchange ideology on employees' commitment in the context of Saudi private companies. The fifth section discusses the results, their implications and limitations
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