Realization of a Sustainable High-Performance Organization through Procedural Justice: The Dual Mediating Role of Organizational Trust and Organizational Commitment

Abstract

To achieve sustainable growth and ensure competitive advantage in response to rapidly changing industries, companies have recently focused on creating new values based on innovative organizational composition and various personnel management systems. Social exchange theory suggests that stronger social exchange relationships increase trust between people and their level of commitment. From this perspective, organizational justice has its own significance. This study empirically analyzed the dual mediation effect of organizational trust (OT) and organizational commitment (OC) to examine an influential relationship between procedural justice (PJ) and work engagement in an organization. The following analytic results were obtained. First, PJ had positive effects on OT, OC, and work engagement. Second, OT had significantly positive effects on OC, whereas it did not have significant effects on work engagement. Third, OC had significantly positive effects on work engagement. Fourth, OC had significant mediation effects with regard to the influence of PJ on work engagement. In addition, organization trust and OC had significant dual mediation effects. The results verified the importance of PJ in an organization. Furthermore, these results provided theoretical and practical implications that PJ can increase OT, OC, and ultimately organizational performance.