Fairness, legal compliance, and organizational commitment
- Cite this article as:
- Koys, D.J. Employ Respons Rights J (1991) 4: 283. doi:10.1007/BF01385033
- 228 Downloads
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.