Abstract
In this study, two data sets were used to examine the relationship among organizational justice, role states, pay satisfaction, supervisor satisfaction, organizational commitment and withdrawal cognitions. The results showed that procedural justice was an important, direct predictor of supervisor satisfaction, while distributive justice predicted pay satisfaction. Both justice variables were only indirect predictors of organizational commitment. Role conflict was a significant predictor of organizational commitment both directly and indirectly through supervisor satisfaction, but role ambiguity was a predictor of only supervisor satisfaction and not organizational commitment. Pay satisfaction and supervisor satisfaction had a direct influence on withdrawal cognitions. Study 2 tested and supported the validity of the best model from Study 1.
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