Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement

Abstract

Purpose The purpose of this study is to develop and test a model on antecedents and consequences of employee engagement in the context of information technology (IT) employees. Design/methodology/approach In this descriptive research, the data were collected from 432 employees working in IT companies operating in India. The authors performed structural equation modeling to test the proposed relationships. Findings The results of this study indicate a positive effect of perceived procedural justice, perceived distributive justice and perceived organizational support on employee engagement. Further, the results of this study show a positive effect of employee engagement on employees’ organizational commitment (OC) and a negative effect on employees’ turnover intentions. Research limitations/implications As this study uses self-reported and cross-sectional research design to collect the data, therefore, it limits the generalizations of the results. Practical implications The findings of this study can be beneficial for the senior managers and human resources functionaries by examining the antecedents and consequences of employee engagement. Originality/value To the best of the authors’ knowledge, this study is one of the few studies that have examined the mediating role of employee engagement on the relationship among organizational justice, organizational support, OC and employee turnover intentions.