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.
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Koys, D.J. Fairness, legal compliance, and organizational commitment. Employ Respons Rights J 4, 283–291 (1991). https://doi.org/10.1007/BF01385033
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DOI: https://doi.org/10.1007/BF01385033