Effects of Organizational Justice, Employee Satisfaction, and Genderon Employees' Commitment: Evidence from the UAE

作者：Mohamed E. Ibrahim, Ann O. Perez · 发表于：International Journal of Business and Management · 年份：2014 · DOI：10.5539/ijbm.v9n2p45 · 被引用次数：38 · 研究领域：Organizational and Employee Performance、Job Satisfaction and Organizational Behavior、Socioeconomic Development in MENA

This paper examined the direct effects of the different dimensions of organizational justice, employees’satisfaction and gender on perceived organizational commitment in the context of UAE service organizations.The paper used a questionnaire administered to a random sample of 174 employees working in 28 differentservice organizations. We used descriptive statistics, reliability analysis, and regression technique to analyze thedata. The results revealed that employees’ satisfaction has a direct influence on commitment. However,perceptions of the three organizational justice components (distributive justice, procedural justice, andinteractional justice) do not have direct influence on employees’ commitment. But they do influence employees’satisfaction. In addition, employee gender, nationality, and tenure do not influence commitment directly orindirectly through satisfaction.