Procedural Justice, Occupational Identification, and Organizational Commitment

Abstract

Extending Tyler's (1989) group-value model, the present study tested the hypothesis that procedural justice may be of differential salience in the development of organizational commitment among individuals who identify primarily with their employing organization versus their occupation, Data collected from 1,235 FAA employees indicated that procedural justice scores were moderately related to commitment scores. Contrary to the hypothesis, occupational identification had no moderating effect on the procedural justice- organizational commitment relationship. Consistent with the multiple commitment literature, employees identifying primarily with their occupation perceived more procedural justice, but expressed less commitment to the organization, than those identifying with their organization. These results provide little support for this extension of the group-value model of procedural justice but some support for the multiple commitment approach to the study of work commitment.

Open PDF

Document Details

Document Type
Technical Report
Publication Date
Jun 01, 1992
Accession Number
ADA252493

Entities

People

  • L. A. Witt

Organizations

  • Federal Aviation Administration

Tags

Communities of Interest

  • Human Systems

DTIC Thesaurus Topics

  • Accuracy
  • Applied Psychology
  • Aviation Medicine
  • Business Administration
  • Contrast
  • Correlation Analysis
  • Ethnic Groups
  • Management Personnel
  • New York
  • Organizational Structure
  • Perception
  • Personnel Management
  • Psychology
  • Social Psychology
  • Training
  • United States
  • United States Government

Fields of Study

  • Psychology

Readers

  • Aviation Safety Risk Assessment.
  • Government and Public Administration Law.
  • Team-Based Human-Centered Cognitive Task Decision Making and Information Performance.