Abstract
This study examines the effects of Emotional Exhaustion, Emotional Labor and Workplace Bullying on Organizational Commitment and moderating role of Organizational Justice on these relationships. For this quantitative study of cross-sectional nature, data have been collected from sample of the sales representatives and service employees working in cellular companies of Pakistan. Of 700 questionnaires that were distributed, 335 completely filled questionnaires were returned. Data have been analyzed using SPSS 20 & PROCESS and results suggest a positive relation between Organizational Commitment and Emotional Labor, while Emotional Exhaustion and Workplace Bullying are found negatively correlated to Organizational Commitment. Moreover, Organizational Justice shows moderating effect on Emotional Exhaustion- Organizational Commitment relationship only.
Highlights
Despite significant efforts, neither the modern day organizations have succeeded in fully attaining organizational commitment of their employees, nor could the scholars fully explain the dynamics surrounding this concept
This study examines the effects of Emotional Exhaustion, Emotional Labor and Workplace Bullying on Organizational Commitment and moderating role of Organizational Justice on these relationships
Building on the work of Cho et al (2013), our work examines the effects of workplace bullying, emotional exhaustion and emotional labor on organizational commitment taking organizational justice as a moderator in a developing country context of Pakistan
Summary
Neither the modern day organizations have succeeded in fully attaining organizational commitment of their employees, nor could the scholars fully explain the dynamics surrounding this concept. Data from world’s most sophisticated and well managed telecom and tech organizations of US reveal a loss of $ 650 billion in 2018 alone, when less committed employees exposed 2.8 billion records of consumer data-containing personally identifiable information (Goren, 2019). The concept of organizational commitment has, redrawn immense managerial as well as scholarly attention (Yu, Yen, Barnes & Huang, 2019). In organizational contexts that are Shahzad Khurram, Anjeela Khurram, Saad Hassan, Seerat Fatima rapidly evolving at the back of sprouting technology, there is a need to have a fresh scholarly look at the antecedents of organizational commitment
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