The mediating roles of organizational justice on the relationshipsbetween HR practices and workplace outcomes: an investigationin China

摘要

This study examines the mediating effects of organizational justice (distributive,procedural and interactional) in predicting organizational citizenship behaviour (OCB)and turnover intention from HR practices (empowerment, psychological contractfulfillment, and communication). Using a sample of 242 supervisor–subordinate dyadsfrom Chinese organizations, the results provide empirical evidence of the impact of (a)empowerment on distributive justice perceptions; (b) psychological contract breach ondistributive and procedural justice; and (c) communication on procedural justice andinteractional justice. The results also demonstrate that perceptions of distributive,procedural, and interactional justice positively predict OCB and perceptions ofdistributive and interactional justice contribute to turnover intention. The theoreticaland practical implications of these results are discussed.