The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment.
To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.
Siegel
Phyllis A
PA
Department of Organization Management, Rutgers, The State University of New Jersey, Piscataway, NJ 08854, USA. psiegel@rci.rutgers.edu
Post
Corinne
C
Brockner
Joel
J
Fishman
Ariel Y
AY
Garden
Charlee
C
D000203:Activities of Daily Living; D000328:Adult; D003220:Conflict, Psychological; D003657:Decision Making; D004651:Employment; D005260:Female; D006801:Humans; D008297:Male; D016134:Organizational Policy; D010559:Personnel Management; D010561:Personnel Staffing and Scheduling; D011788:Quality of Life; D017748:Time Management