Relationships of organizational justice and organizational identification: The mediating effects of perceived organizational support in Hong Kong

Abstract

In this study, a model was developed to examine through the mediator of perceived organizational support (POS) how distributive, interpersonal, and informational justice affects the extent to which employees identify with an organization. This model was tested on 159 employees of several service organizations. Results indicated that the positive effects of interpersonal justice and informational justice on organizational identification were fully mediated by POS. Unexpectedly, distributive justice was unrelated to POS, but directly linked to organizational identification. Results were discussed in terms of their implications for research on organizational justice, POS and organizational identification.