Perception of Interactional Injustice and Affective Commitment: A Moderated Mediation Approach

DOI

10.2991/assehr.k.210806.149How to use a DOI?

Keywords

Perception of interactional injustice, leader-member exchange (LMX), power distance, affective commitment

Abstract

Perception of justice is very important to a team or an organization, because it plays a key role in guiding the behavior of team members or individuals. In this article, we propose a theoretical model to explore the relationship between employees’ perception of interactional injustice and affective commitment under Chinese culture. Drawing on social exchange theory and using a moderated-mediation approach, we predicted that employees’ perception of interactional injustice would lower leader-member exchange (LMX) and their relationship would be stronger for the employees with low power distance than the ones with high power distance; leader-member exchange (LMX) would mediate the effect of employees’ perception of interactional injustice and affective commitment. In the end, we discussed the implications and limitations of our research.

Copyright

© 2021, the Authors. Published by Atlantis Press.

Open Access

This is an open access article distributed under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/).

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TY  - CONF
AU  - Wei Zhang
PY  - 2021
DA  - 2021/08/09
TI  - Perception of Interactional Injustice and Affective Commitment: A Moderated Mediation Approach
BT  - Proceedings of the 2021 5th International Seminar on Education, Management and Social Sciences (ISEMSS 2021)
PB  - Atlantis Press
SP  - 780
EP  - 783
SN  - 2352-5398
UR  - https://doi.org/10.2991/assehr.k.210806.149
DO  - 10.2991/assehr.k.210806.149
ID  - Zhang2021
ER  -