Fairness, legal compliance, and organizational commitment
- Daniel J. Koys
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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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- Fairness, legal compliance, and organizational commitment
Employee Responsibilities and Rights Journal
Volume 4, Issue 4 , pp 283-291
- Cover Date
- Print ISSN
- Online ISSN
- Kluwer Academic Publishers-Plenum Publishers
- Additional Links
- organizational commitment
- organizational culture
- perceptions of justice
- employee rights
- Industry Sectors
- Daniel J. Koys (1)
- Author Affiliations
- 1. Department of Management, DePaul University, 60604-2287, Chicago, Illinois