Abstract
This study aims at empirically testing the mediating role of procedural justice in formalization-affective commitment relationship. A questionnaire survey was conducted with 405 full-time employees working in Thailand. A regression analysis was used to test the hypotheses, and Baron and Kenny’s (1986) recommendations were employed to explain the mediation hypothesis. The results indicated that the procedural justice mediated the relation of formalization and affective commitment. This study has extended the theoretical knowledge of justice and employee commitment in Thailand’s context. In particular, this study examined procedural justice as a mediate variable to analyze the relationship between formalization and affective commitment. The executive can apply the findings of this study to increase employee commitment through clear policy and standard regulations that are applied to everybody in the organization. This will lead to, in the part of the employees, justice and employee commitment.
Highlights
In any organization, either public or private sectors, one major factor contributing to employees’ long-term working with the organization is employee’s commitment
This study aims at empirically testing the mediating role of procedural justice in formalization-affective commitment relationship
The results indicated that the procedural justice mediated the relation of formalization and affective commitment
Summary
Either public or private sectors, one major factor contributing to employees’ long-term working with the organization is employee’s commitment. Affective commitment is that the employee commits to the organization because he/she "wants to" and he/she feels a strong unity with the work (Katsikea et al, 2011). Due to the vital role of affective commitment in organizations, there have been a number of research studies in affective commitment, in particular to examine the commitment resulted from the employee’s perception on the fairness received by the organization. A recent study examining commitment of staff working in educational institutes and research institutes in Brazil revealed that the staff’s desires to work with the organizations increased when they perceived fair assessment and payment (Balassiano & Salles, 2012).
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