The relationship between procedural justice and person–organisation fit: The mediating role of organisational trust

Abstract

Background: The effects of person–organisation (P–O) fit on key work outcomes has been the subject of a plethora of research in the last few decades. However, scant attention has been given to exploring the antecedents of P–O fit in the workplace. This study addressed this gap in the literature. Aim: The aims of the study were to determine if there was a relationship between procedural justice and P–O fit, and whether organisational trust could be considered a potential mediating variable in this relationship. Setting: The research was conducted among permanent employees representing a range of businesses in KwaZulu-Natal. Methods: In order to address the study objectives, a quantitative survey and cross-sectional design were used. Data were collected from a convenience sample of 118 permanent employees who were registered for degrees in commerce and business administration and attended part-time classes at a university in the province of KwaZulu-Natal. Results: The results of the statistical analysis revealed a significant and positive association between procedural justice and employees’ perceived P–O fit. Organisational trust was found to partially mediate this relationship. Conclusion: The results make a significant contribution to P–O fit theory and the management of P–O fit in the workplace.