Abstract
A literature review revealed that the effect of organizational justice on organizational citizenship behavior (OCB) had been heavily examined as an overall relationship. However, there is a lack of research that examined the effect of organizational justice dimensions on OCB via affective organizational commitment as a mediator. Therefore, this research is an attempt to provide a value theoretical model that explains the relationships between dimensions of organizational justice and OCB as well as tries to describe in detail meaning of this relationship through the mediating effect of affective organizational commitment in the context of social exchange theory. Furthermore, the proposed hypotheses on the link between these variables are provided as a foundation for further research.
Highlights
Organizational citizenship behavior (OCB) is recognized as an important priority that every organization has to consider for the purpose of improving and utilizing its human resources and to sustain its viability in the worldwide competitive environment (Benjamin, 2012)
The current research tries to investigate the probable relationships between organizational justice, affective organizational commitment (AOC) and OCB
Some of these linkages are not very often included in OCB models known to the research, this study extends existing literature in this context
Summary
Organizational citizenship behavior (OCB) is recognized as an important priority that every organization has to consider for the purpose of improving and utilizing its human resources and to sustain its viability in the worldwide competitive environment (Benjamin, 2012). A review of fifty-five studies conducted by Organ and Ryan (1995), indicated that among the different variables, organizational justice and AOC are key determinates of OCB. The effect of distributive, procedural, and interactional justice on OCB is yet to be considered. This study takes this endeavor and use three dimensions of organizational justice namely: distributive, procedural, and interactional justice to determine the individual influence on OCB. The literature suggests that dimensions of organizational justice, namely distributive, procedural, and interactional justices were positively and significantly related to AOC (Bahrami et al, 2014). The mediating role of AOC has not been fully examined, on the relationship between three dimensions of organizational justice, namely, distributive, procedural, and interactional justices and OCB. The present study tries to explore the relationship between organizational justice’s dimensions and OCB through the AOC
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