The Moderating Effect on the Relationship between Organizational Justices and Organizational Commitment—From the Leader-Member Exchange and Psychological Contract Violation Perspectives

• Main Authors: CHIANG, HUNG-PIN, 江鴻彬
• Other Authors: HSU, HUI-MEI
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/4ceck5

碩士 === 國立高雄師範大學 === 事業經營學系 === 106 === Abstract In the past, the airport ground service industry was seldom studied from the perspectives of the organizational justice, organizational commitment, leader-member exchange, and psychological contract violation, taken as the research framework, to explore the main impact on employees' cognition of organizational justice and the degree of impact on organizational commitment, and discuss whether the psychological contract violation and leader-member exchange have moderating effect on organizational commitment. In this study, a total of 268 valid questionnaires are collected from the employees of a ground service company at Kaohsiung International Airport, and SPSS (Statistic Package for the Social Sciences) and SmartPLS are used for statistical analysis. The results are as follows: 1. The distributive justice and interactive justice in the perceptual organizational justice have significant positive effect on the organizational commitment. 2. The procedural justice in the employees' perceptual organizational justice has no significant positive effect on the organizational commitment. 3. Employees’ psychological contract violation, and leader-member exchange have no moderating effect on the organizational commitment. According to the results of this study, in order to improve the leader-member exchange, it is suggested that managerial cadres should be given time to care about the working conditions of their employees, to share their working experiences, and to establish sound interaction, giving employees the feeling that they are honestly respected, and the organization is fulfilling the commitments.