The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined w...
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| Veröffentlicht in: | Journal of applied psychology 2005-01, Vol.90 (1), p.13-24 |
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| container_title | Journal of applied psychology |
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| creator | Siegel, Phyllis A Post, Corinne Brockner, Joel Fishman, Ariel Y Garden, Charlee |
| description | To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications. |
| doi_str_mv | 10.1037/0021-9010.90.1.13 |
| format | Article |
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The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. 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Psychology ; Human ; Humans ; Justice ; Male ; Occupational psychology ; Organization theory ; Organizational behaviour ; Organizational Commitment ; Organizational Policy ; Organizational research ; Personnel ; Personnel Management ; Personnel Staffing and Scheduling ; Procedural Justice ; Procedures ; Psychology. Psychoanalysis. Psychiatry ; Psychology. Psychophysiology ; Quality of Life ; Role Conflicts ; Studies ; Time Management ; Work condition. Job performance. 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The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.</description><subject>Activities of Daily Living</subject><subject>Adult</subject><subject>Biological and medical sciences</subject><subject>Conflict</subject><subject>Conflict (Psychology)</subject><subject>Decision Making</subject><subject>Employees</subject><subject>Employment</subject><subject>Fairness</subject><subject>Family Work Relationship</subject><subject>Female</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Human</subject><subject>Humans</subject><subject>Justice</subject><subject>Male</subject><subject>Occupational psychology</subject><subject>Organization theory</subject><subject>Organizational behaviour</subject><subject>Organizational Commitment</subject><subject>Organizational Policy</subject><subject>Organizational research</subject><subject>Personnel</subject><subject>Personnel Management</subject><subject>Personnel Staffing and Scheduling</subject><subject>Procedural Justice</subject><subject>Procedures</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Quality of Life</subject><subject>Role Conflicts</subject><subject>Studies</subject><subject>Time Management</subject><subject>Work condition. Job performance. 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| subjects | Activities of Daily Living Adult Biological and medical sciences Conflict Conflict (Psychology) Decision Making Employees Employment Fairness Family Work Relationship Female Fundamental and applied biological sciences. Psychology Human Humans Justice Male Occupational psychology Organization theory Organizational behaviour Organizational Commitment Organizational Policy Organizational research Personnel Personnel Management Personnel Staffing and Scheduling Procedural Justice Procedures Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Quality of Life Role Conflicts Studies Time Management Work condition. Job performance. Stress Work life balance |
| title | The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment |
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