English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

This study aims to examine the effect of four dimensions of organizational justice (distributive justice, procedural justice, interpersonal justice, and informational justice) on affective commitment to change. We also explore the role of work engagement as a mediator in the relationship between organizational justice dimensions and affective commitment to change. We draw on social exchange theory (SET) to explain the relationship. Data were collected from civil servants working in health care facilities at DKI Jakarta Province (N =145). Results of structural equation modeling (SEM) analysis showed that procedural justice and interpersonal justice have a significant effect on affective commitment to change. However, SEM analysis showed that work engagement did not mediate the relationship between organizational justice dimensions and affective commitment to change.

Testing the Impact of Organizational Justice on Affective Commitment to Change with Work Engagement as Mediator