Job Cognition and Justice Influencing Organizational Attachment

Organizational attachment echoes the psychological bond betweenemployee and employer relations, differing from affective component of commitment interms of employees’ psychological and behavioral involvement. This study examines theextent to which employee perception about procedural, distributive justice and jobcognition contributes toward organizational attachment in India. The effect of justiceand job cognition variables relates differently to previous studies from western part ofthe globe. First, in past studies, procedural justice predicted commitment, whereas, forIndian employees, distributive justice contributed to organizational attachment. Second,the contribution of extrinsic job cognition in organizational attachment was evident inthe model developed using Structural Equation Modeling (SEM; AMOS). Organizations musttake cognizance of the outcomes exhibited by the behavior of managers while followingthe laid down policies and processes. Cognition of fairness at workplace and attachmentcan play key role in limiting retention. Practical implications and future researchdirections are discussed