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Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model
Author(s) -
Aryee Samuel,
Budhwar Pawan S.,
Chen Zhen Xiong
Publication year - 2002
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.138
Subject(s) - interactional justice , psychology , social exchange theory , organizational citizenship behavior , lisrel , social psychology , organizational justice , procedural justice , organizational commitment , job satisfaction , test (biology) , distributive justice , economic justice , structural equation modeling , political science , paleontology , statistics , mathematics , neuroscience , law , perception , biology
Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesized fully mediated model a partially mediated model better fitted the data. Trust in organization partially mediated the relationship between distributive and procedural justice and the work attitudes of job satisfaction, turnover intentions, and organizational commitment but fully mediated the relationship between interactional justice and these work attitudes. In contrast, trust in supervisor fully mediated the relationship between interactional justice and the work behaviors of task performance and the individually‐ and organizationally‐oriented dimensions of citizenship behavior. Copyright © 2002 John Wiley & Sons, Ltd.