Employee Responsibilities and Rights Journal

, Volume 4, Issue 4, pp 283–291

Fairness, legal compliance, and organizational commitment

  • Daniel J. Koys
Articles

DOI: 10.1007/BF01385033

Cite this article as:
Koys, D.J. Employ Respons Rights J (1991) 4: 283. doi:10.1007/BF01385033

Abstract

Attribution theory is used to hypothesize a positive relationship between one's perception that a fairness motive underlies personnel/human resource management activities and one's organizational commitment. The hypothesis is tested via a survey of 48 operating managers in a Midwestern department store chain. Using hierarchical regression to control for job satisfaction and length of service, a significant positive relationship exists between commitment and the perception that a fairness motive underlies personnel/human resource management activities. Commitment is not significantly related to the perception that a legal compliance motive underlies the activities.

Key Words

organizational commitmentorganizational cultureperceptions of justiceemployee rights

Copyright information

© Plenum Publishing Corporation 1991

Authors and Affiliations

  • Daniel J. Koys
    • 1
  1. 1.Department of ManagementDePaul UniversityChicago