Impacts of Perceived Justice and Emotional Intelligence on Organizational Commitment and Organizational Citizenship Behavior

Abstract

How to motivate employees to commit to the organization and to have more voluntary, beneficial behaviors for the organization is an interesting topic for researchers and managers. Based on the theory of equity, authors analyze the impacts of perceived justice and emotional intelligence on employees’ organizational commitment and organizational citizenship behaviors. The mixed research method is used to build a research model and to verify hypotheses with the data of 171 respondents working in different industries which deal with customers in HCM city. The partial least squares structural equation modeling (PLS-SEM) is used in order to explore the impacts of the two high order construct: Emotion intelligence and perceived justice on the organizational commitment, then onto organizational citizen behavior (OCB). The research results pointed out that all hypotheses are accepted. Perceived justice has greater impacts on employees’ organizational commitment than emotional intelligence. In contrast, emotional intelligence has greater influences on employees’ OCB than perceived justice. Managers should establish clear working process, offer opportunities for employees to express their feelings and recognize exactly employees’ contributions in order to improve the employees’ perception of fairness. Selecting carefully candidates and providing training programs are best ways to increase employees’ emotional intelligence.