Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support

By Raymond Loi, Ngo Hang-yue, S. Foley. 2006

727 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5630f8ce8f9349fa4e887250abb00eba82279a7e

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Exploring the linkages between formal ownership and psychological ownership for the organization: The mediating role of organizational justice (2008, positive): “On the basis of the economic exchanges perspective, when employees perceive they are in a favourable economic exchange relationship (i.e. possessing high distributive justice), they are motivated to repay and increase their self-investment in the organization (Loi et al. , 2006).”
Commitment before and after: An evaluation and reconceptualization of organizational commitment (2007, background): “Under the norm of reciprocity, employees with strong perceptions of organizational support would feel obligated to repay the organization in terms of organizational commitment ( Loi, Hang-Yue, & Foley, 2006 ).”
Conscientiousness and contextual performance: The compensatory effects of perceived organizational support and leader‐member exchange (2007, background): “High levels of POS are thought to engender feelings of trust, long-term obligations, and organizational identification among employees ( Loi et al. , 2006”
Investigating Factors that Influence Employees' Turnover Intention: A Review of Existing Empirical Works (2015, background): “Loi, Hang-Yue, and Foley (2006) have put an effort to measure the mediating role of POS on the relationship between perceived justice, predicting organizational commitment and intention to leave, while controlling for the effects of the size of the firm and demographic variables.”
Mentoring, supervisor support, and perceived organizational support: what matters most? (2008, positive): “, 2006), commitment and reduced turnover (Loi et al., 2006).”
Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “This initially implies different employee–organization social exchange processes in different cultures (Loi et al., 2006).”
Influence of learning and working climate on the retention of talented employees (2011, background): “Other research has repeatedly identified job satisfaction and/or organisational commitment as having a negative predictive relationship with the intention to leave (Acker, 2004; Armstrong-Stassen and Ursel, 2009; Currivan, 1999; Mosadeghrad et al., 2008; Larrabee et al., 2003; Loi et al., 2006; Vand”
How does distributive justice affect work attitudes? The moderating effects of autonomy (2009, background): “While the links between organizational justice and employee turnover have also been studied (Loi, Hang-yue and Foley 2006 ; Hopkins and Weathington 2006 ), Griffeth, Horn and Gaertner ( 2000 ) maintained that turnover intentions have not been adequately addressed in the organizational justice lite”
Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality (2017, background): “…of relationship quality to explore the relationship between organizational justice and turnover intention (e.g. organizational commitment, Loi et al., 2006), little research has tested the multiple dimensions of the construct of organization-employee relationship quality in predicting…”