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A multilevel study of the relationship between organizational justice and affective commitment: The moderating role of organizational size and tenure

机译：组织公正与情感承诺之间关系的多层次研究：组织规模和任期的调节作用

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Purpose - The purpose of this paper is to examine the moderating role of organizational size and individual tenure on the relationship between organizational justice and organizational affective commitment. Based on the literature on organizational justice and justice climate, this paper tests whether the role of justice climate, measured at the organizational level, is affected by these organizational and individual characteristics in determining individual organizational affective commitment. Design/methodology/approach - Data on 20,936 employees from 1,496 companies that were included in the 2004 Workplace Employment Relationships Survey were used. Findings - Hierarchical linear modeling analysis shows that the importance of the justice climate extends beyond its effect on individual perceptions. Moreover, whereas the organization size does not influence the justice climate - affective commitment relationship, organizational tenure moderates it. Originality/value - This study shows the impact of justice climate on affective commitment beyond the effect of individual justice. It also examines organizational (organization size) and individual characteristics (tenure) as possible moderators, constructs rarely considered in studies on justice climate.
机译：目的-本文的目的是研究组织规模和个人任期在组织正义与组织情感承诺之间关系中的调节作用。基于有关组织正义和正义气氛的文献，本文测试了在组织层面衡量的正义气氛在确定个人组织情感承诺时是否受到这些组织和个人特征的影响。设计/方法/方法-使用了2004年工作场所雇佣关系调查中来自1,496家公司的20,936名员工的数据。研究结果-分层线性建模分析表明，正义气候的重要性已超出其对个人看法的影响。而且，尽管组织规模不影响正义气氛-情感承诺关系，但组织任期可以缓和这种关系。原创性/价值-这项研究显示了正义气氛对情感承诺的影响，超出了个人正义的影响。它还审查了组织（组织规模）和个人特征（任期）是否可能是主持人，这是司法环境研究中很少考虑的结构。

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