Authors: Ibrahim Mohamed; Roland K. Yeo
Addresses: Ianndryan Healthcare Inc., 81-2435 Greenwich Drive, Oakville, L6M 0S4, Canada ' University of South Australia, GPO Box 2471, Adelaide, SA 5001, Australia; Saudi Aramco, P.O. Box 12979, Dhahran 31311, Saudi Arabia
Abstract: This paper investigates the impact of organisational justice on work outcomes based on the moderation of trust and mediation of social exchange. A survey was conducted in the Kuwait pharmaceutical industry receiving 324 responses. Through multiple regression analyses, findings indicate that the perception of social exchange and organisational justice was influenced by the negative moderation of trust. Commitment to organisation, workplace aggression control and employee engagement were found to have a significant inverse relationship with intention to quit, while organisational citizenship behaviour, job satisfaction and commitment to supervisor demonstrated a direct positive relationship with intention to quit. The study extends the theoretical concepts of justice by illuminating the importance of context arising from culture, workforce diversity and industry competitiveness. Particularly, trust and social exchange are interrelated to offer a different perspective to the understanding of organisational justice and work outcomes. The paper outlines some implications for human resource management.
Keywords: organisational justice; trust; social exchange; intention to quit; ITQ; pharmaceutical industry; Kuwait; work outcomes; commitment to organisation; workplace aggression control; employee engagement; organisational citizenship behaviour; job satisfaction; commitment to supervisor; human resource management; HRM.
International Journal of Human Resources Development and Management, 2014 Vol.14 No.1/2/3, pp.17 - 46
Available online: 12 Mar 2015 *Full-text access for editors Access for subscribers Purchase this article Comment on this article