Drawing on social exchange and positive emotions theories, we examined the differential effects of organizational justice on work engagement and organizational commitment among 347 Ghanaian public-sector workers. We hypothesized that three different components of organizational justice (distributive, procedural, interactional) would have different effects on work engagement and organizational commitment. We used regression test. Despite subtle differences, the results show distributive and procedural justice relate positively to vigour, dedication and absorption. However, interactional justice was unrelated to any of the work engagement components. We further observed that while distributive, procedural and interactional justice related positively to affective commitment, no other type of organizational justice related to continuance and normative commitment. Overall, not all justices create the same effect on workplace behaviour. Implications and limitations are discussed.
Research Beacons, Institutes and Platforms
- Global Development Institute