An abbreviated version of this article was presented at the Eastern Academy of Management International Conference on Managing in a Global Economy XIII in Rio de Janeiro, Brazil, June 2009. I wish to thank Rozhan Othman for his comments on an earlier version of this article; and Mohamad Adnan Alias, Mohd Radzuan Rahid, and Abdullah Sanusi Othman for their assistance in data collection.
Distributive Justice, Procedural Justice, Affective Commitment, and Turnover Intention: A Mediation–Moderation Framework1
Version of Record online: 18 APR 2012
© 2012 Wiley Periodicals, Inc
Journal of Applied Social Psychology
Volume 42, Issue 6, pages 1505–1532, June 2012
How to Cite
POON, J. M. L. (2012), Distributive Justice, Procedural Justice, Affective Commitment, and Turnover Intention: A Mediation–Moderation Framework. Journal of Applied Social Psychology, 42: 1505–1532. doi: 10.1111/j.1559-1816.2012.00910.x
- Issue online: 8 JUN 2012
- Version of Record online: 18 APR 2012
This study addressed the unexamined issue of how and when distributive justice and procedural justice interact to predict turnover intention using a mediation–moderation framework. Survey data from 168 employees showed that affective commitment mediated the relationship between distributive justice and turnover intention, and this mediated effect varied across levels of supervisory procedural justice. Specifically, at high levels of procedural justice, affective commitment partially mediated the distributive justice–turnover intention link; at low levels of procedural justice, affective commitment fully mediated this link. The findings draw attention to the (a) importance of affective commitment in the absence of distributive and procedural fairness and (b) role of supervisory procedural justice in attenuating the adverse effects of low affective commitment on turnover intention.