ORGANIZATIONAL JUSTICE AND EMPLOYEE RELATIONS: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT
Keywords:
Employee relations; Employer-employee relations; Organizational justice; Fairness, Organizational commitment; Employee loyalty; Employee commitment
Abstract
Purpose – This study discusses the relationship between organizational justice (OJ) and employee relations (ER) through organizational commitment (OC) as a mediator. The relationships between variables are presented in a conceptual framework. Design/methodology/approach – This study develops propositions on the relationships between the variables based on several journal articles related to this topic. The database that was used to search related studies and literature was Emerald, SAGE, ResearchGate, and SpringerLink. Proposition – Based on several reviewed literature, there are four propositions that this study proposes: 1) There is a positive relationship between OJ and ER, 2) there is a positive relationship between OJ and OC, 3) there is a positive relationship between OC and ER, and 4) the relationship between OJ and ER is mediated by OC.References
Abasilim, U. D., Gberevbie, D. E., & Osibanjo, O. A. (2019). Leadership styles and employees’ commitment: Empirical evidence from Nigeria. SAGE Open, 1-15. doi: 10.1177/2158244019866287.
Abbas, M. (2017). The effect of organizational culture and leadership style towards employee engagement and their impact on employee loyalty. Asian Journal of Technology and Management Research, 7(2), 1-11.
Absar, M. M., Azim, M. T., Balasundaram, N., & Akhter, S. (2010). Impact of human resources practices on job satisfaction: Evidence from manufacturing firms in Bangladesh. Economic Sciences Series, 62(2), 31–42.
Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422–436.
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz, (Ed.), Advances in Experimental Social Psychology, (Vol. 2, pp. 267-299). New York, USA: Academic Press.
Agarwala, T. (2003). Innovative human resource practices and organizational commitment: An empirical investigation. International Journal of Human Resource Management, 14(2), 175–197. doi:10.1080/ 0958519021000029072.
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. doi: 10.1111/j.2044-8325.1990.tb00506.x.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252- 276.
Ambrose, M. L., Seabright, M. A., & Schminke, M. (2002). Sabotage in the workplace: The role of organizational justice. Organizational Behavior and Human Decision Processes, 89, 947-965.
Aryee, S., Walumbwa, F. O., Mondejar, R. & Chu, C. W. (2015). Accounting for the influence of overall justice on job performance: Integrating self-determination and social exchange theories. Journal of Management Studies, 52(2), 231-252.
Awamleh, N. A. (1996). Organizational commitment of civil service managers in Jordan: A field study. Journal of management Development, 15, 65-74.
Bambacas, M. (2010). Organizational handling of careers influences managers’ organizational commitment. Journal of Management Development, 29(9), 807-827.
Bandiera, O., Barankay, I., & Rasul, I. (2005). Social preferences and the response to incentives: Evidence from personnel data. The Quarterly Journal of Economics. 120(3), 917-962.
Bies, R. J. & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on negotiations in organizations (Vol. 1, pp. 43–55). Greenwich, CT: JAI Press.
Blader, S. L. & Tyler, T. R. (2003). What constitutes fairness in work settings? A four-component model of procedural justice. Human Resource Management Review, 13(1), 107-126.
Blau, P. M. (1964). Exchange and Power in Social Life. Hoboken, NJ: Wiley.
Bratton, J. & Gold, J. (2007). Human resource management: Theory and practice, 4th (ed.). London, UK: Palgrave Macmillan. Retrieved from https://www.researchgate.net/publication/305954894.
Carmeli, A. & Freund, A. (2004). Work commitment, job satisfaction, and job performance: An empirical investigation. International Journal of Organization Theory and Behavior, 7(3), 289–309. doi: 10.1108/IJOTB-07-03-2004-B001.
Chen, Y. C., Chen, H. I., Tsui, P. L., & Chiang, Y. C. (2016). Contributing causes of employee loyalty of service personnel in international hotels. International Journal of Organizational Innovation, 9(1), 107-108.
Cho, J., Laschinger, H. K., & Wong, C. (2006). Workplace empowerment, work engagement and organizational commitment of new graduate nurses. Nursing Leadership, 19(3), 43-60.
Cho, Y. J., & Sai, N. (2012). Does organizational justice matter in the federal workplace? Review of Public Personnel Administration, 33, 227-251.
Choudhary, N., Deswal, R. K., & Philip, P. J. (2013). The impact of organizational justice on employees’ workplace and personal outcomes: A study of Indian insurance sector. The IUP Journal of Organizational Behavior, 12(4), 7-20.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
Colquitt, J. A., LePine, J. A., Piccolo, R. F., Zapata, C. P. & Rich, B. L. (2012). Explaining the justice-performance relationship: Trust as exchange deepener or trust as uncertainty reducer? Journal of Applied Psychology, 97(1), 1-15.
Colquitt, J. A., LePine., J. A., & Wesson, M. J. (2009). Organizational behavior: Improving performance and commitment in the workplace. Pennsylvania Plaza, NY: McGraw-Hill Companies.
Colquitt, J.A., Noe, R.A. and Jackson, C.L. (2002), “Justice in teams: antecedents and consequences of procedural justice climate”, Personnel Psychology, Vol. 55 No. 1, pp. 83-109
Cook, Karen S., & Emerson, R. M. (1987). Social exchange theory. Beverly Hills, CA: SAGE Publications.
Cropanzano, R., Bowen, D. E. & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34-48.
Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58, 164-209.
Cropanzano, R., Prehar, C. A. & Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group & Organization Management, 27(3), 324-351.
DeConick, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research, 63, 1349–1355.
Eddleston, K. A. (2009). The effects of social comparisons on managerial career satisfaction and turnover intentions. Career Development International, 14(1), 87-110.
Eisenhardt, K. M. (1989). Agency Theory: An assessment and review. Academy of Management Review, 14(1), 57-74.
Fahey, L., & Prusak, L. (1998). The eleven deadliest sins of knowledge management. California Management Review, 40(3).
Fein, E. C., Tziner, A., Lusky, L. & Palachy, O. (2013). Relationships between ethical climate, justice perceptions, and LMX. Leadership and Organization Development Journal, 34(2), 147-163.
Folger, R. (1991). Distributive and procedural justice: Combined impact of voice and improvement on experienced inequality. Journal of Personality and Social Psychology, 35, 108-119.
Folger. R & Konovsky, A. M. (1989). Effects of procedural justice and distributive justice on reaction to pay raise decision. Academy of Management Journal, 32(1), 115-130.
Fornes, S. L., Rocco, T. S., & Wollard, K. K. (2008). Workplace commitment: A conceptual model developed from integrative review of the research. Human Resource Development Review, 7(3), 339–357. doi:10.1177/1534484308318760.
Forret, M. & Sue Love, M. (2008). Employee justice perceptions and co-worker relationships. Leadership and Organization Development Journal, 29(3), 248-260.
Gennard, J. (2002). Employee relations public policy developments, 1997-2001: A break with the past. Employee Relations, 24(6), 581-594. Retrieved from https://books.google.co.id/books?.
Gill, D. R., (2011). Using storytelling to maintain employee loyalty during change. International Journal of Business and Social Science, 2(15), 23-32.
Gilson, L. (2008). Why be creative: A review of the practical outcomes associated with creativity at the individual, group, and organizational levels. In J. Zhou & C. E. Shalley (Eds.), Handbook of organizational creativity (pp. 303-322).
Gomez-Mejia, L.R., Balkin, D.B. (1992). Determinants of faculty pay: An agency theory perspective. Academy of Management Journal, 35(5), 921-955.
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluation. Journal of Applied Psychology, 71(2), 340-342.
Greenberg, J. (1987). A Taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
Greenberg, J. (2006). Losing sleep over organizational injustice: Attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice. Journal of Applied Psychology, 91, 58-69.
Guerrero, A. & Afifi. (2007). Close encounters: Communication in relationships. 2nd (ed.). Newbury Park, CA: SAGE Publications, Inc.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
Harrell-Cook, G. & Ferris, G. R. (1997). Competing pressures for human resource investment. Human Resource Management Review, 7(3), 317-340.
Holtzhausen, L. & Fourie, L. (2009). Employees’ perceptions of company values and objectives and employer-employee relationships: A theoretical model. Corporate Communications: An International Journal, 14(3), 333-44.
Idowu, A. I. & Ndidiamaka, A. E. (2018). The influence of supervisor/subordinate social support on employee performance in the South African retail sector. Journal of Business and Retail Management Research, 12(3), 1-12.
Jawaad, M., Amir, A., Bashir, A., & Hasan, T. (2019). Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy. Cogent Business & Management, 6(1), 1-22. doi: 10.1080/23311975.2019.1608668.
Jensen, M. & Meckling, W. (1976). Theory of the firm: Managerial behavior, agency costs and ownership structure. Journal of Financial Economics, 3(4), 305–360.
Kataria, A., Kumar, S., Sureka, R, & Gupta, B. (2020). Forty years of Employee Relations – The International Journal: A bibliometric overview. Employee Relations: The International Journal, 1-26. doi: 10.1108/ER-10-2019-0410.
Khalid, A., Khalid, S., Waseem, A., Farooqi, Y. A., & Nazish, A. (2015). Relationship between organizational commitment, employee engagement, and career satisfaction: A case of University of Gujrat. European Journal of Business and Social Science, 3(11), 172-183. Retrieved from http://www.ejbss.com/recent.aspx-/
Kim, J. N. & Rhee, Y. (2011). Strategic thinking about employee communication behavior (ECB) in public relations: Testing the models of megaphoning and scouting effects in Korea. Journal of Public Relations Research, 23(3), 243-68.
Kim, S., Tam, L., Kim, J. N. & Rhee, Y. (2017). Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. Corporate Communications: An International Journal, 22(3), 308-28.
Konovsky, M. A., & Pugh, D. S. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37(3), 656-69.
Kopp, C. M. & Brock, T. (2020). Agency theory. Retrieved from https://www.investopedia.com/terms/a/agencytheory.asp.
Korsgaard, M. A., Schweiger, D. M., & Sapienza, H. J. (1995). Building commitment, attachment and trust in strategic decision-making teams: The role of procedural justice. Academy of Management Journal, 38, 60-84.
Koster, F. (2011). Able, willing, and knowing: The effects of HR practices on commitment and effort in 26 European countries. The International Journal of Human Resource Management, 22(14), 2835–2851. doi:10.1080/09585192.2011.599946.
Kular, S., Gatenby, M., Rees, C., Soane, E., & Truss, K. (2008). Employee engagement: A literature review. Kingston, UK: Kingston University.
Kulkarni, U. R., Ravindran, S., & Freeze, R. (2007). Knowledge management success model: theoretical development and empirical validation. Journal of Management Information Systems, 23(3), 309-347.
Lawler, E. (1990). Strategic pay: Aligning organizational strategies and pay systems. San Francisco, CA: Jossey Bass.
Le Gall, J. M. (2011). L’entreprise Irréprochable [The irreproachable firm]. Paris, FR: Desclée de Brower.
Lewicki, J. R. & Sheppard, H. B. (1987). Towards general principle of fairness. Social Justice Research, 1(2), 161-176.
Liljegren, M. & Ekberg, K. (2009). The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout. Work, 33, 43–51.
Lind, E. A. & Tyler, T. R. (1988). The social psychology of procedural justice. Cleveland, OH, USA: Plenum Press.
Lopes, H. (2016). Agency theory and social interactions at work. Review of Social Economy, 1-20. doi: 10.1080/00346764.2016.1171381.
Madlock, P. E. & Booth-Butterfield, M. (2012). The influence of relational maintenance strategies among co-workers. Journal of Business Communication, 49(1), 21-47.
Malhotra, N., Budhwar, P., & Prowse, P. (2007). Linking rewards to commitment: An empirical investigation of for UK call centers. The International Journal of Human Resource Management, 18(12), 2095–2128. doi:10.1080/09585190701695267.
Martini, I. A. O., Supriyadinata, A. A. N. E., Sutrisni, K. E., & Sarmawa, I. W. G. (2020). The dimensions of competency on worker performance mediated by work commitment. Cogent Business & Management, 7(1), 1-12. doi: 10.1080/23311975.2020.1794677.
McElroy, J. C., Morrow, P. C., Liu, R., & Weng, Q. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391-400.
Men, L. (2012). The effects of organizational leadership on strategic internal communication and employee outcomes [Unpublished doctoral dissertation]. University of Miami.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review. 1(1), 61–89. doi:10.1016/1053-4822(91)90011-Z.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: SAGE.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247. doi:10.1016/0001-8791(79)90072-1.
Mugun, D. (2013). The secret of triple bottom line management, a publication of the Kenya Institute of Management, (006), 8.ISSN 2074-7802.
Muma, M. M., Ochego, C., Nzulwa, J., Ombui, K., Odhiambo, R., Wekesa, S., … Charles, M. (2019). Influence of employee relations strategies on retention of employees in universities in Kenya. International Journal of Social Science and Humanities Research, 7(2), 1-27.
Mwangangi, A. S. & Atikiya, R. (2018). Effect of employee relations on performance of manufacturing firms in Kenya. Research Acies International Journal of Business and Management Studies, 2(1), 68-79.
Nguyen, T. H., & Aida, G. (2014). Factors that influence consumer purchasing decision of privat label food products [Unpublished master thesis]. School of Business Society and Engineering. Retrieved from https://www.diva-portal.org/smash/get/ diva2:705384/FULLTEXT01.pdf.
Ohana, M.A. (2014). A multi-level study of the relationship between organizational justice and affective commitment. Personnel Review, 43(5), 654-71.
Park, S. M., & Rainey, H. G. (2008). Leadership and public service motivation in U.S. federal agencies. International Public Management Journal, 11, 109-142.
Pina e Cunha, M. (2002). The best place to be: Managing control and employee loyalty in a knowledge-intensive company. Journal of Applied Behavioural Sciences, 38(4).
Ployhart, R. E. (2006). Staffing in the 21st Century: New challenges and strategic opportunities. Journal of Management, 32(6), 868-897.
Poon, J. M. L. (2012). Distributive justice, procedural justice, affective commitment, and turnover intention: A mediation-moderation framework. Journal of Applied Social Psychology, 42(6), 1505-1532.
Rajput, S., Singhal, M., & Tiwari, S. (2016). Job satisfaction and employee loyalty: A study of academicians. Asian Journal of Management, 7(2), 105-109.
Raju, P. M. & Srivastava, R. C. (1994). Factors contributing to commitment to the teaching profession. International Journal of Educational Management, 8(5), 7-13.
Rhee, Y. (2004). The employee-public-organization chain in relationship management: A case study of a government organization. Gainesville, FL: The Institute for Public Relations.
Rodgers, F. S. (1995). The new employer-employee relationship. Human Resources Professional, 8(1), 16–20.
Sahoo, R. & Sahoo C. K. (2019). Organizational justice, conflict management and employee relations: The mediating role of climate of trust. International Journal of Manpower, 40(4), 2019, 783-799. doi: 10.1108/IJM-12-2017-0342.
Sahoo, R. & Sahoo, C. K. (2018). Employer-employee relations in a state-owned power sector undertaking: An analysis. Industrial and Commercial Training, 50(8), 369-379. doi: 10.1108/ICT-11-2017-0094.
Sawithri. L. D., Nishanthi, H. M., & Amarasinghe, K. G. (2017). The impact of employer-employee relations on employee commitment: A case from Sri Lanka. Kelaniya Journal of Human Resource Management, 12(2), 174-192. doi: 10.4038/kjhrm.v12i2.38.
Schalk, R. & Roe, R. (2007). Towards a dynamic model of the psychological contract. Journal for the Theory of Social Behavior, 37(2), 167–182. doi:10.1111/ jtsb.2007.37.issue-2.
Stites, J. P., & Michael, J. H. (2011). Organizational commitment in manufacturing employees: Relationships with corporate social performance. Business & Society, 50(1), 50-70.
Stone, E. F. & Porter, L. W. (1975). Job characteristics and job attitude: A multivariate study. Journal of Applied Psychology, 60(1), 57-64.
Storey, J. (2007). Human resource management: A critical text. Andover, UK: Cengage Learning EMEA.
Subramanian, K. R. (2017). Employer employee relationship and impact on organization structure and strategy. International Journal of Innovative Trends in Engineering, 27(43), 39-45.
Swalhi, A., Zgoulli, S. & Hofaidhllaoui, M. (2017). The influence of organizational justice on job performance: The mediating effect of affective commitment. Journal of Management Development, 36(4), 542-559.
Sweeney, L. (2009). A study of the current practice of Corporate Social Responsibility (CSR) and examination of the relationship between CSR and Financial Performance using Structural Equation Modeling (SEM) [Unpublished doctoral dissertation]. Dublin Institute of Technology.
Tansel, A. & Gazîoğlu, Ş. (2014). Management-employee relations, firm size, and job satisfaction. International Journal of Manpower, 35(8), 1260-1275.
Tsui, A. & Wang, D. (2002). Employment relationships from the employer’s perspective: Current research and future directions. In C. L. Cooper, & I. T. Robertson, (Eds.), International Review of Industrial and Organizational Psychology (pp. 77-114). Hoboken, NJ: Wiley.
Tyler, K. (2012). Underserved promotions: A researcher uncovers evidence of rampant favoritism in promotion decisions. HR Magazine. 79.
Ugaddan, R. G. & Park, S. M. (2018). Do trustful leadership, organizational justice, and motivation influence whistle-blowing intention? Evidence from federal employees. Public Personnel Management, 48(1), 56-81. doi: 10.1177/0091026018783009.
Uzma, W. A. (2015). Impact of training on employee’s performance. Business Management and Strategy, 6(1), 49-64.
Vanhala, M. & Ahteela, R. (2011). The effect of HRM practices on impersonal organizational trust. Management Research Review, 34(8), 869-888.
Vokić, N. P. (2016). Looking at HRM through the lens of agency theory: Are suboptimal HRM practices a consequence of moral hazard?. Dynamic Relationships Management Journal, 5(2), 5-18. doi: 10.17708/DRMJ.2016.v05n02a01.
Werhane, W. & Royal, M. (2009). Engaging and enabling employees for company success: Hay Group’s employee research. Work span, 39-43
West, R. & Turner, L. (2007). Introducing communication theory. Pennsylvania Plaza, NY: McGraw Hill.
Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: Literature review. Journal of Management Development, 35(2), 190–216. doi:10.1108/JMD-01-2015-0004
Zhang, H. & Agarwal, N. C. (2009). The mediating roles of organizational justice on the relationships between HR practices and workplace outcomes: An investigation in China. The International Journal of Human Resource Management, 20(3), 676-693.
Abbas, M. (2017). The effect of organizational culture and leadership style towards employee engagement and their impact on employee loyalty. Asian Journal of Technology and Management Research, 7(2), 1-11.
Absar, M. M., Azim, M. T., Balasundaram, N., & Akhter, S. (2010). Impact of human resources practices on job satisfaction: Evidence from manufacturing firms in Bangladesh. Economic Sciences Series, 62(2), 31–42.
Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422–436.
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz, (Ed.), Advances in Experimental Social Psychology, (Vol. 2, pp. 267-299). New York, USA: Academic Press.
Agarwala, T. (2003). Innovative human resource practices and organizational commitment: An empirical investigation. International Journal of Human Resource Management, 14(2), 175–197. doi:10.1080/ 0958519021000029072.
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. doi: 10.1111/j.2044-8325.1990.tb00506.x.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252- 276.
Ambrose, M. L., Seabright, M. A., & Schminke, M. (2002). Sabotage in the workplace: The role of organizational justice. Organizational Behavior and Human Decision Processes, 89, 947-965.
Aryee, S., Walumbwa, F. O., Mondejar, R. & Chu, C. W. (2015). Accounting for the influence of overall justice on job performance: Integrating self-determination and social exchange theories. Journal of Management Studies, 52(2), 231-252.
Awamleh, N. A. (1996). Organizational commitment of civil service managers in Jordan: A field study. Journal of management Development, 15, 65-74.
Bambacas, M. (2010). Organizational handling of careers influences managers’ organizational commitment. Journal of Management Development, 29(9), 807-827.
Bandiera, O., Barankay, I., & Rasul, I. (2005). Social preferences and the response to incentives: Evidence from personnel data. The Quarterly Journal of Economics. 120(3), 917-962.
Bies, R. J. & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on negotiations in organizations (Vol. 1, pp. 43–55). Greenwich, CT: JAI Press.
Blader, S. L. & Tyler, T. R. (2003). What constitutes fairness in work settings? A four-component model of procedural justice. Human Resource Management Review, 13(1), 107-126.
Blau, P. M. (1964). Exchange and Power in Social Life. Hoboken, NJ: Wiley.
Bratton, J. & Gold, J. (2007). Human resource management: Theory and practice, 4th (ed.). London, UK: Palgrave Macmillan. Retrieved from https://www.researchgate.net/publication/305954894.
Carmeli, A. & Freund, A. (2004). Work commitment, job satisfaction, and job performance: An empirical investigation. International Journal of Organization Theory and Behavior, 7(3), 289–309. doi: 10.1108/IJOTB-07-03-2004-B001.
Chen, Y. C., Chen, H. I., Tsui, P. L., & Chiang, Y. C. (2016). Contributing causes of employee loyalty of service personnel in international hotels. International Journal of Organizational Innovation, 9(1), 107-108.
Cho, J., Laschinger, H. K., & Wong, C. (2006). Workplace empowerment, work engagement and organizational commitment of new graduate nurses. Nursing Leadership, 19(3), 43-60.
Cho, Y. J., & Sai, N. (2012). Does organizational justice matter in the federal workplace? Review of Public Personnel Administration, 33, 227-251.
Choudhary, N., Deswal, R. K., & Philip, P. J. (2013). The impact of organizational justice on employees’ workplace and personal outcomes: A study of Indian insurance sector. The IUP Journal of Organizational Behavior, 12(4), 7-20.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
Colquitt, J. A., LePine, J. A., Piccolo, R. F., Zapata, C. P. & Rich, B. L. (2012). Explaining the justice-performance relationship: Trust as exchange deepener or trust as uncertainty reducer? Journal of Applied Psychology, 97(1), 1-15.
Colquitt, J. A., LePine., J. A., & Wesson, M. J. (2009). Organizational behavior: Improving performance and commitment in the workplace. Pennsylvania Plaza, NY: McGraw-Hill Companies.
Colquitt, J.A., Noe, R.A. and Jackson, C.L. (2002), “Justice in teams: antecedents and consequences of procedural justice climate”, Personnel Psychology, Vol. 55 No. 1, pp. 83-109
Cook, Karen S., & Emerson, R. M. (1987). Social exchange theory. Beverly Hills, CA: SAGE Publications.
Cropanzano, R., Bowen, D. E. & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34-48.
Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58, 164-209.
Cropanzano, R., Prehar, C. A. & Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group & Organization Management, 27(3), 324-351.
DeConick, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research, 63, 1349–1355.
Eddleston, K. A. (2009). The effects of social comparisons on managerial career satisfaction and turnover intentions. Career Development International, 14(1), 87-110.
Eisenhardt, K. M. (1989). Agency Theory: An assessment and review. Academy of Management Review, 14(1), 57-74.
Fahey, L., & Prusak, L. (1998). The eleven deadliest sins of knowledge management. California Management Review, 40(3).
Fein, E. C., Tziner, A., Lusky, L. & Palachy, O. (2013). Relationships between ethical climate, justice perceptions, and LMX. Leadership and Organization Development Journal, 34(2), 147-163.
Folger, R. (1991). Distributive and procedural justice: Combined impact of voice and improvement on experienced inequality. Journal of Personality and Social Psychology, 35, 108-119.
Folger. R & Konovsky, A. M. (1989). Effects of procedural justice and distributive justice on reaction to pay raise decision. Academy of Management Journal, 32(1), 115-130.
Fornes, S. L., Rocco, T. S., & Wollard, K. K. (2008). Workplace commitment: A conceptual model developed from integrative review of the research. Human Resource Development Review, 7(3), 339–357. doi:10.1177/1534484308318760.
Forret, M. & Sue Love, M. (2008). Employee justice perceptions and co-worker relationships. Leadership and Organization Development Journal, 29(3), 248-260.
Gennard, J. (2002). Employee relations public policy developments, 1997-2001: A break with the past. Employee Relations, 24(6), 581-594. Retrieved from https://books.google.co.id/books?.
Gill, D. R., (2011). Using storytelling to maintain employee loyalty during change. International Journal of Business and Social Science, 2(15), 23-32.
Gilson, L. (2008). Why be creative: A review of the practical outcomes associated with creativity at the individual, group, and organizational levels. In J. Zhou & C. E. Shalley (Eds.), Handbook of organizational creativity (pp. 303-322).
Gomez-Mejia, L.R., Balkin, D.B. (1992). Determinants of faculty pay: An agency theory perspective. Academy of Management Journal, 35(5), 921-955.
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluation. Journal of Applied Psychology, 71(2), 340-342.
Greenberg, J. (1987). A Taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
Greenberg, J. (2006). Losing sleep over organizational injustice: Attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice. Journal of Applied Psychology, 91, 58-69.
Guerrero, A. & Afifi. (2007). Close encounters: Communication in relationships. 2nd (ed.). Newbury Park, CA: SAGE Publications, Inc.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
Harrell-Cook, G. & Ferris, G. R. (1997). Competing pressures for human resource investment. Human Resource Management Review, 7(3), 317-340.
Holtzhausen, L. & Fourie, L. (2009). Employees’ perceptions of company values and objectives and employer-employee relationships: A theoretical model. Corporate Communications: An International Journal, 14(3), 333-44.
Idowu, A. I. & Ndidiamaka, A. E. (2018). The influence of supervisor/subordinate social support on employee performance in the South African retail sector. Journal of Business and Retail Management Research, 12(3), 1-12.
Jawaad, M., Amir, A., Bashir, A., & Hasan, T. (2019). Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy. Cogent Business & Management, 6(1), 1-22. doi: 10.1080/23311975.2019.1608668.
Jensen, M. & Meckling, W. (1976). Theory of the firm: Managerial behavior, agency costs and ownership structure. Journal of Financial Economics, 3(4), 305–360.
Kataria, A., Kumar, S., Sureka, R, & Gupta, B. (2020). Forty years of Employee Relations – The International Journal: A bibliometric overview. Employee Relations: The International Journal, 1-26. doi: 10.1108/ER-10-2019-0410.
Khalid, A., Khalid, S., Waseem, A., Farooqi, Y. A., & Nazish, A. (2015). Relationship between organizational commitment, employee engagement, and career satisfaction: A case of University of Gujrat. European Journal of Business and Social Science, 3(11), 172-183. Retrieved from http://www.ejbss.com/recent.aspx-/
Kim, J. N. & Rhee, Y. (2011). Strategic thinking about employee communication behavior (ECB) in public relations: Testing the models of megaphoning and scouting effects in Korea. Journal of Public Relations Research, 23(3), 243-68.
Kim, S., Tam, L., Kim, J. N. & Rhee, Y. (2017). Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. Corporate Communications: An International Journal, 22(3), 308-28.
Konovsky, M. A., & Pugh, D. S. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37(3), 656-69.
Kopp, C. M. & Brock, T. (2020). Agency theory. Retrieved from https://www.investopedia.com/terms/a/agencytheory.asp.
Korsgaard, M. A., Schweiger, D. M., & Sapienza, H. J. (1995). Building commitment, attachment and trust in strategic decision-making teams: The role of procedural justice. Academy of Management Journal, 38, 60-84.
Koster, F. (2011). Able, willing, and knowing: The effects of HR practices on commitment and effort in 26 European countries. The International Journal of Human Resource Management, 22(14), 2835–2851. doi:10.1080/09585192.2011.599946.
Kular, S., Gatenby, M., Rees, C., Soane, E., & Truss, K. (2008). Employee engagement: A literature review. Kingston, UK: Kingston University.
Kulkarni, U. R., Ravindran, S., & Freeze, R. (2007). Knowledge management success model: theoretical development and empirical validation. Journal of Management Information Systems, 23(3), 309-347.
Lawler, E. (1990). Strategic pay: Aligning organizational strategies and pay systems. San Francisco, CA: Jossey Bass.
Le Gall, J. M. (2011). L’entreprise Irréprochable [The irreproachable firm]. Paris, FR: Desclée de Brower.
Lewicki, J. R. & Sheppard, H. B. (1987). Towards general principle of fairness. Social Justice Research, 1(2), 161-176.
Liljegren, M. & Ekberg, K. (2009). The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout. Work, 33, 43–51.
Lind, E. A. & Tyler, T. R. (1988). The social psychology of procedural justice. Cleveland, OH, USA: Plenum Press.
Lopes, H. (2016). Agency theory and social interactions at work. Review of Social Economy, 1-20. doi: 10.1080/00346764.2016.1171381.
Madlock, P. E. & Booth-Butterfield, M. (2012). The influence of relational maintenance strategies among co-workers. Journal of Business Communication, 49(1), 21-47.
Malhotra, N., Budhwar, P., & Prowse, P. (2007). Linking rewards to commitment: An empirical investigation of for UK call centers. The International Journal of Human Resource Management, 18(12), 2095–2128. doi:10.1080/09585190701695267.
Martini, I. A. O., Supriyadinata, A. A. N. E., Sutrisni, K. E., & Sarmawa, I. W. G. (2020). The dimensions of competency on worker performance mediated by work commitment. Cogent Business & Management, 7(1), 1-12. doi: 10.1080/23311975.2020.1794677.
McElroy, J. C., Morrow, P. C., Liu, R., & Weng, Q. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391-400.
Men, L. (2012). The effects of organizational leadership on strategic internal communication and employee outcomes [Unpublished doctoral dissertation]. University of Miami.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review. 1(1), 61–89. doi:10.1016/1053-4822(91)90011-Z.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: SAGE.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247. doi:10.1016/0001-8791(79)90072-1.
Mugun, D. (2013). The secret of triple bottom line management, a publication of the Kenya Institute of Management, (006), 8.ISSN 2074-7802.
Muma, M. M., Ochego, C., Nzulwa, J., Ombui, K., Odhiambo, R., Wekesa, S., … Charles, M. (2019). Influence of employee relations strategies on retention of employees in universities in Kenya. International Journal of Social Science and Humanities Research, 7(2), 1-27.
Mwangangi, A. S. & Atikiya, R. (2018). Effect of employee relations on performance of manufacturing firms in Kenya. Research Acies International Journal of Business and Management Studies, 2(1), 68-79.
Nguyen, T. H., & Aida, G. (2014). Factors that influence consumer purchasing decision of privat label food products [Unpublished master thesis]. School of Business Society and Engineering. Retrieved from https://www.diva-portal.org/smash/get/ diva2:705384/FULLTEXT01.pdf.
Ohana, M.A. (2014). A multi-level study of the relationship between organizational justice and affective commitment. Personnel Review, 43(5), 654-71.
Park, S. M., & Rainey, H. G. (2008). Leadership and public service motivation in U.S. federal agencies. International Public Management Journal, 11, 109-142.
Pina e Cunha, M. (2002). The best place to be: Managing control and employee loyalty in a knowledge-intensive company. Journal of Applied Behavioural Sciences, 38(4).
Ployhart, R. E. (2006). Staffing in the 21st Century: New challenges and strategic opportunities. Journal of Management, 32(6), 868-897.
Poon, J. M. L. (2012). Distributive justice, procedural justice, affective commitment, and turnover intention: A mediation-moderation framework. Journal of Applied Social Psychology, 42(6), 1505-1532.
Rajput, S., Singhal, M., & Tiwari, S. (2016). Job satisfaction and employee loyalty: A study of academicians. Asian Journal of Management, 7(2), 105-109.
Raju, P. M. & Srivastava, R. C. (1994). Factors contributing to commitment to the teaching profession. International Journal of Educational Management, 8(5), 7-13.
Rhee, Y. (2004). The employee-public-organization chain in relationship management: A case study of a government organization. Gainesville, FL: The Institute for Public Relations.
Rodgers, F. S. (1995). The new employer-employee relationship. Human Resources Professional, 8(1), 16–20.
Sahoo, R. & Sahoo C. K. (2019). Organizational justice, conflict management and employee relations: The mediating role of climate of trust. International Journal of Manpower, 40(4), 2019, 783-799. doi: 10.1108/IJM-12-2017-0342.
Sahoo, R. & Sahoo, C. K. (2018). Employer-employee relations in a state-owned power sector undertaking: An analysis. Industrial and Commercial Training, 50(8), 369-379. doi: 10.1108/ICT-11-2017-0094.
Sawithri. L. D., Nishanthi, H. M., & Amarasinghe, K. G. (2017). The impact of employer-employee relations on employee commitment: A case from Sri Lanka. Kelaniya Journal of Human Resource Management, 12(2), 174-192. doi: 10.4038/kjhrm.v12i2.38.
Schalk, R. & Roe, R. (2007). Towards a dynamic model of the psychological contract. Journal for the Theory of Social Behavior, 37(2), 167–182. doi:10.1111/ jtsb.2007.37.issue-2.
Stites, J. P., & Michael, J. H. (2011). Organizational commitment in manufacturing employees: Relationships with corporate social performance. Business & Society, 50(1), 50-70.
Stone, E. F. & Porter, L. W. (1975). Job characteristics and job attitude: A multivariate study. Journal of Applied Psychology, 60(1), 57-64.
Storey, J. (2007). Human resource management: A critical text. Andover, UK: Cengage Learning EMEA.
Subramanian, K. R. (2017). Employer employee relationship and impact on organization structure and strategy. International Journal of Innovative Trends in Engineering, 27(43), 39-45.
Swalhi, A., Zgoulli, S. & Hofaidhllaoui, M. (2017). The influence of organizational justice on job performance: The mediating effect of affective commitment. Journal of Management Development, 36(4), 542-559.
Sweeney, L. (2009). A study of the current practice of Corporate Social Responsibility (CSR) and examination of the relationship between CSR and Financial Performance using Structural Equation Modeling (SEM) [Unpublished doctoral dissertation]. Dublin Institute of Technology.
Tansel, A. & Gazîoğlu, Ş. (2014). Management-employee relations, firm size, and job satisfaction. International Journal of Manpower, 35(8), 1260-1275.
Tsui, A. & Wang, D. (2002). Employment relationships from the employer’s perspective: Current research and future directions. In C. L. Cooper, & I. T. Robertson, (Eds.), International Review of Industrial and Organizational Psychology (pp. 77-114). Hoboken, NJ: Wiley.
Tyler, K. (2012). Underserved promotions: A researcher uncovers evidence of rampant favoritism in promotion decisions. HR Magazine. 79.
Ugaddan, R. G. & Park, S. M. (2018). Do trustful leadership, organizational justice, and motivation influence whistle-blowing intention? Evidence from federal employees. Public Personnel Management, 48(1), 56-81. doi: 10.1177/0091026018783009.
Uzma, W. A. (2015). Impact of training on employee’s performance. Business Management and Strategy, 6(1), 49-64.
Vanhala, M. & Ahteela, R. (2011). The effect of HRM practices on impersonal organizational trust. Management Research Review, 34(8), 869-888.
Vokić, N. P. (2016). Looking at HRM through the lens of agency theory: Are suboptimal HRM practices a consequence of moral hazard?. Dynamic Relationships Management Journal, 5(2), 5-18. doi: 10.17708/DRMJ.2016.v05n02a01.
Werhane, W. & Royal, M. (2009). Engaging and enabling employees for company success: Hay Group’s employee research. Work span, 39-43
West, R. & Turner, L. (2007). Introducing communication theory. Pennsylvania Plaza, NY: McGraw Hill.
Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: Literature review. Journal of Management Development, 35(2), 190–216. doi:10.1108/JMD-01-2015-0004
Zhang, H. & Agarwal, N. C. (2009). The mediating roles of organizational justice on the relationships between HR practices and workplace outcomes: An investigation in China. The International Journal of Human Resource Management, 20(3), 676-693.
Published
2026-09-09
Section
Articles
