Abstract
This research examines a model depicting the association between distributive justice, procedural justice, affective commitment and work outcomes in a special context of higher education institutes. While prior research has extensively used organisational justice and its consequences for work outcomes, this study in particular explores the above linkage in universities of KPK Pakistan. In addition, affective commitment has been employed as a mediator in between the relation of work outcomes and justice types (procedural and distributive justice). Turnover intention and Employee performance are undertaken as pertinent work outcomes. Data from a sample of 150 working staff from selected reputed universities of the country’s capital, i.e. Islamabad, were gathered and analysed for regression effects. The findings suggest that justice types (procedural and distributive) positively affect employee performance yet negatively influence turnover intention. Similarly, affective commitment positively mediates the relationship between organisational justice and employee performance but no mediation effect was found in case of turnover intention. Implications of the study are highlighted with a note on future research directions. The article ends with a short conclusion and limitations of the study
Ali Muhammad, Gul Makai, Humera Mehboob. (2018) Effects of Organizational Justice on Job Outcomes: An Intervening Role of Affective Commitment, Jinnah Business Review, Volume 6, Issue 2.
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