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Commitment, procedural fairness, and organizational citizenship behavior: a multifoci analysis
Author(s) -
Lavelle James J.,
Brockner Joel,
Konovsky Mary A.,
Price Kenneth H.,
Henley Amy B.,
Taneja Aakash,
Vinekar Vishnu
Publication year - 2009
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.518
Subject(s) - workgroup , organizational citizenship behavior , psychology , social psychology , organizational commitment , similarity (geometry) , test (biology) , layoff , computer network , paleontology , unemployment , artificial intelligence , computer science , economics , image (mathematics) , biology , economic growth
Research on commitment, procedural fairness, and organizational citizenship behavior (OCB) suggests that employees maintain distinct beliefs about, and direct behaviors towards, multiple targets in the workplace (e.g., the organization as a whole, their supervisor, and fellow workgroup members). The present studies were designed to test for “target similarity effects,” in which the relationships between commitment, procedural fairness, and OCB were expected to be stronger when they referred to the same target than when they referred to different targets. As predicted, we found that: (1) the positive relationship between commitment and OCB, and (2) the mediating effect of commitment on the positive relationship between procedural fairness and OCB, was particularly likely to emerge when the constructs were in reference to the same target. Support for these target similarity effects was found among layoff survivors (Study 1) and student project teams (Study 2). Theoretical and practical implications are discussed, as are limitations of the studies and suggestions for future research. Copyright © 2008 John Wiley & Sons, Ltd.