The Effect of Organizational Justice on Employees’ Affective Commitment

Abstract

This study aims to examine the indirect relationship between organizational justice and employees’ affective organizational commitment via the mediating effect of job satisfaction. In the research design, all three dimensions of organizational justice – distributional, procedural, and interactional – were considered. A questionnaire was distributed to 361 employees of pharmaceutical companies in Jordan, with a response rate of 93%. Data from the questionnaires were then analyzed and the study’s hypotheses were tested with structural equation modeling using Amos 20. The results confirmed that job satisfaction plays a mediating role between organizational justice and affective commitment. This accords with the findings of similar studies in developed countries, emphasizing the vital role of organizational justice in shaping employees’ behaviors and attitudes. This study is unique in investigating a concept that has been rarely explored in developing countries. It will help improve the scarcity of such research, especially in the Middle East. The study also urges that future research further tests this model in additional developing contexts to enable more generalized conclusions.