James J. Lavelle and Joel Brockner contributed equally to this manuscript.
Version of Record online: 27 FEB 2008
Copyright © 2008 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 30, Issue 3, pages 337–357, April 2009
How to Cite
Lavelle, J. J., Brockner, J., Konovsky, M. A., Price, K. H., Henley, A. B., Taneja, A. and Vinekar, V. (2009), Commitment, procedural fairness, and organizational citizenship behavior: a multifoci analysis. J. Organiz. Behav., 30: 337–357. doi: 10.1002/job.518
Portions of this paper were presented to the 2005 Academy of Management Meeting, Honolulu, HI.
- Issue online: 3 MAR 2009
- Version of Record online: 27 FEB 2008
- Manuscript Accepted: 23 DEC 2007
- Manuscript Revised: 5 DEC 2007
- Manuscript Received: 29 MAY 2007
Research on commitment, procedural fairness, and organizational citizenship behavior (OCB) suggests that employees maintain distinct beliefs about, and direct behaviors towards, multiple targets in the workplace (e.g., the organization as a whole, their supervisor, and fellow workgroup members). The present studies were designed to test for “target similarity effects,” in which the relationships between commitment, procedural fairness, and OCB were expected to be stronger when they referred to the same target than when they referred to different targets. As predicted, we found that: (1) the positive relationship between commitment and OCB, and (2) the mediating effect of commitment on the positive relationship between procedural fairness and OCB, was particularly likely to emerge when the constructs were in reference to the same target. Support for these target similarity effects was found among layoff survivors (Study 1) and student project teams (Study 2). Theoretical and practical implications are discussed, as are limitations of the studies and suggestions for future research. Copyright © 2008 John Wiley & Sons, Ltd.