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Realization of a Sustainable High-Performance Organization through Procedural Justice: The Dual Mediating Role of Organizational Trust and Organizational Commitment

Author

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  • Jun-Chul Ha

    (Department of Electrical System Engineering, Hanbat National University, Daejeon 34158, Korea)

  • Jun-Woo Lee

    (Department of Business Administration, Hanbat National University, Daejeon 34158, Korea)

Abstract

To achieve sustainable growth and ensure competitive advantage in response to rapidly changing industries, companies have recently focused on creating new values based on innovative organizational composition and various personnel management systems. Social exchange theory suggests that stronger social exchange relationships increase trust between people and their level of commitment. From this perspective, organizational justice has its own significance. This study empirically analyzed the dual mediation effect of organizational trust (OT) and organizational commitment (OC) to examine an influential relationship between procedural justice (PJ) and work engagement in an organization. The following analytic results were obtained. First, PJ had positive effects on OT, OC, and work engagement. Second, OT had significantly positive effects on OC, whereas it did not have significant effects on work engagement. Third, OC had significantly positive effects on work engagement. Fourth, OC had significant mediation effects with regard to the influence of PJ on work engagement. In addition, organization trust and OC had significant dual mediation effects. The results verified the importance of PJ in an organization. Furthermore, these results provided theoretical and practical implications that PJ can increase OT, OC, and ultimately organizational performance.

Suggested Citation

  • Jun-Chul Ha & Jun-Woo Lee, 2022. "Realization of a Sustainable High-Performance Organization through Procedural Justice: The Dual Mediating Role of Organizational Trust and Organizational Commitment," Sustainability, MDPI, vol. 14(3), pages 1-17, January.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:3:p:1259-:d:731451
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    References listed on IDEAS

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    1. Johnson, Russell E. & Selenta, Christopher & Lord, Robert G., 2006. "When organizational justice and the self-concept meet: Consequences for the organization and its members," Organizational Behavior and Human Decision Processes, Elsevier, vol. 99(2), pages 175-201, March.
    2. Miao Qing & Muhammad Asif & Abid Hussain & Arif Jameel, 2020. "Exploring the impact of ethical leadership on job satisfaction and organizational commitment in public sector organizations: the mediating role of psychological empowerment," Review of Managerial Science, Springer, vol. 14(6), pages 1405-1432, December.
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    2. Marisa Santana-Martins & Maria Isabel Sanchez-Hernandez & José Luís Nascimento, 2022. "Dual Commitment to Leader and Organization: Alternative Models Based on the Employees’ Emotional Awareness," Sustainability, MDPI, vol. 14(15), pages 1-13, August.
    3. Tae-Soo Ha & Kuk-Kyoung Moon, 2023. "Distributive Justice, Goal Clarity, and Organizational Citizenship Behavior: The Moderating Role of Transactional and Transformational Leadership," Sustainability, MDPI, vol. 15(9), pages 1-20, April.
    4. Jihyeon Oh & Dae Hee Kim & Daehwan Kim, 2023. "The Impact of Inclusive Leadership and Autocratic Leadership on Employees’ Job Satisfaction and Commitment in Sport Organizations: The Mediating Role of Organizational Trust and The Moderating Role of," Sustainability, MDPI, vol. 15(4), pages 1-13, February.
    5. Shi Hu & Muhammad Aamir Nadeem & Ramayah Thurasamy & Ji Luo & Xiaobo Yi, 2024. "Impacts of Procedural Justice and Ethical Leadership on Organizational Innovation," International Journal of Asian Business and Information Management (IJABIM), IGI Global, vol. 15(1), pages 1-26, January.

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