A Effects of Organizational Justice on Job Outcomes: An Intervening Role ofAffective Commitment
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This research examines a model depicting the association between distributive justice, procedural justice, affective commitment and work outcomes in a special context of higher education institutes. While prior researchhasextensivelyusedorganisationaljusticeanditsconsequencesforworkoutcomes,thisstudyinparticular explores the above linkage in universities of KPK Pakistan. In addition, affective commitment has been employed as a mediator in between the relation of work outcomes and justice types (procedural and distributive justice). Turnover intention and Employee performance are undertaken as pertinent work outcomes. Data from a sample of 150 working staff from selected reputed universities of the country’s capital, i.e. Islamabad, were gathered and analysed for regression effects. The ?ndings suggest that justice types (procedural and distributive) positively affect employee performance yet negatively in?uence turnover intention. Similarly, affective commitment positivelymediatestherelationshipbetweenorganisationaljusticeandemployeeperformancebutnomediationeffect was found in case of turnover intention. Implications of the study are highlighted with a note on future research directions. The article ends with a short conclusion and limitations of the study.Abstract
This research examines a model depicting the association between distributive justice, procedural justice, affective commitment, and work outcomes in the context of higher education institutes. While prior research has extensively explored organizational justice and its consequences for work outcomes, this study specifically investigates this linkage in universities of KPK, Pakistan. Affective commitment is employed as a mediator between work outcomes and justice types (procedural and distributive justice). Turnover intention and employee performance are considered as key work outcomes. Data were collected from a sample of 150 staff members from selected reputable universities in the country’s capital, Islamabad, and analyzed using regression analysis. The findings suggest that justice types (procedural and distributive) positively affect employee performance but negatively influence turnover intention. Furthermore, affective commitment positively mediates the relationship between organizational justice and employee performance, whereas no mediation effect was observed in the case of turnover intention. The study highlights its implications and suggests directions for future research. The article concludes with a summary and discusses the study’s limitations.
