scholarly journals Organizational justice–affective commitment relationship in a team sport setting: The moderating effect of group cohesion – ERRATUM

2015 ◽  
Vol 21 (4) ◽  
pp. 548-548
Author(s):  
Jae-Pil Ha ◽  
Jaehyun Ha
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Group Cohesion ◽  
Team Sport ◽  
Moderating Effect

Organizational justice–affective commitment relationship in a team sport setting: The moderating effect of group cohesion

2015 ◽  
Vol 21 (1) ◽  
pp. 107-124 ◽  
Author(s):  
Jae-Pil Ha ◽  
Jaehyun Ha
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Student Athletes ◽  
Group Cohesion ◽  
Interactional Justice ◽  
Team Sport ◽  
Moderating Effect ◽  
Three Dimensions ◽  
Perceptions Of Fairness ◽  
The Relationship

AbstractUsing organizational justice literature, the current study aimed to examine the relationship between three dimensions of organizational justice (distributive, procedural, interactional justice) and affective commitment, and to explore the moderating effect of group cohesion on the relationship between the three dimensions of justice and affective commitment in a collegiate team sport context. Data were collected from 253 college student-athletes of two Football Bowl Subdivision institutions in the Southeastern United States. Results of three hierarchical multiple regression analyses indicated that all three dimensions of justice were positively and significantly related to affective commitment. In regard to the moderating effect, group cohesion significantly moderated the distributive justice–affective commitment and the interactional–affective commitment relationships. Specifically, the two significant relationships were significantly stronger for student-athletes who reported high levels of group cohesion than their counterparts. Strategies by coaches to improve athletes’ perceptions of fairness and group cohesion and suggestions for future researches were discussed.

HRM reforms and job-related well-being: the mediating effect of work intensification and affective commitment and the moderating effect of perceived organizational justice

2020 ◽  
Vol 28 (6) ◽  
pp. 45-47
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Well Being ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Chinese Universities ◽  
Content Type ◽  
Work Intensification ◽  
The Impact

Purpose The purpose of this study is to examine how HRM influences the well-being of academics. Design/methodology/approach Data is gathered from the responses of 638 academics employed in 25 Chinese universities to a questionnaire survey. This data is analyzed using structure equation modeling. Findings The relationship between HRM and well-being is not a direct one and is mediated by affective commitment and work intensification. Organizational justice is shown to have a moderating effect when control-oriented systems are in place. Practical implications Therefore, managers in control-oriented systems should employ organizational justice to lessen negative effects on well-being and commitment- oriented HRM practices should be introduced to create a “win-win” situation. Originality/value This paper has an original approach in examining the impact of HRM on well-being in the context of Chinese universities.

Relationship among social tactics, job embeddedness, and affective commitment in newcomers: the moderating effect of workplace spirituality

2021 ◽  
pp. 1-21
Author(s):  
Hsien-Long Huang ◽  
Li-Keng Cheng ◽  
Pi-Chuan Sun ◽  
Yi Shiuan Jiang ◽  
Hsin Hua Lin
Keyword(s):  
Work Experience ◽  
Affective Commitment ◽  
Human Resources Management ◽  
Workplace Spirituality ◽  
Job Embeddedness ◽  
Moderating Effect ◽  
Empirical Examination ◽  
Employee Survey ◽  
The Cost ◽  
The Relationship

Abstract The cost of recruitment and training of newcomers can be a burden for enterprises, causing adverse effects on human resources management. Although much research has addressed employee turnover, less attention has been paid to methods of improving the retention of new hires. This study is an empirical examination of the increase in predictive strength of antecedents of affective commitment for comparing newcomers’ workplace spirituality. The results of an employee survey completed by 237 newcomers with under two years of work experience indicate that socialization tactics have a direct impact on job embeddedness, which in turn has a direct effect on affective commitment. Workplace spirituality has a significant moderating effect on the relationship between socialization tactics and job embeddedness. Also, workplace spirituality has a significant moderating effect on the relationship between job embeddedness and affective commitment.

Van rechtvaardigheid naar uitputting en bevlogenheid

2012 ◽  
Vol 25 (2) ◽  
Author(s):  
Peter Verboon ◽  
Klaas Schakel ◽  
Karen van Dam
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Positive Behavior ◽  
Mediating Role ◽  
Two Samples ◽  
Group Engagement ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

From justice to exhaustion and engagement. The role of affective commitment to the organization From justice to exhaustion and engagement. The role of affective commitment to the organization In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.

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