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Zhou Jiang

  • Title: Mr
  • Position: PhD Student - Department of Marketing and Management

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Student information

  • Load: PhD Student Full Time
  • Principal supervisor: Professor Paul Gollan
  • Date of submission: 01/05/2014
  • Thesis title: A Cross-Cultural Study of the Relationship between Organizational Justice and Organizational Commitment
  • Abstract: With speedy internationalization, organizations have increasingly experienced cultural crash since decades ago. In this environment, culture becomes an aspect that cannot be overlooked in human resource management. However, employees’ cultural values have not been paid enough attention to in previous organizational research, which makes societal culture’s roles in employee’s work-related cognition and attitudes still remain ambiguous. This research project aims to confirm the dimensions of Asia-Pacific cultural values, examine the influence of employees’ cultural values on their justice perception, organizational commitment, and organizational trust through multi-angles, and explore the direct and indirect justice-commitment association from a cross-cultural perspective. The data collected from university employees of China, South Korea, and Australia will be analysed adopting confirmatory factor analysis, structural equation modelling, and hierarchical regression analysis etc. Furthermore, both generalization in all cultures and comparison between countries will be carefully discussed.
  • Purpose: Based on social exchange theory, this paper aims to empirically examine the relationships between organizational justice, organizational trust, and organizational commitment in a cross-cultural context.
  • Originality: In empirical organizational research, most of the previous studies investigate the justice-related relationships in a single culture or country, and focus on the overall relationships of justice with other workplace variables. Beyond this stream of research, the present research becomes the first Asia-Pacific focused cross-cultural study to examine the influence of organizational justice on employees’ work attitudes, and also the first cross-national study to examine the trust-mediated effects of justice on employee commitment.
  • Design/methodology/approach: Web- and paper- based surveys were used to collect data from universities of Chinese Mainland, South Korea and Australia. A series of regression analysis were adopted to test the hypothesized relationships.
  • Findings: Regardless of cultural background, justice is the antecedent of trust and commitment. In general, procedural justice tends to be more powerful in predicting trust and commitment than distributive justice. Although trust’s mediating function exists in the justice-commitment relationship, this function differs across cultures.
  • Research limitations/implications: This research contributes to the current literature by providing empirical evidence to the cross-cultural construction and development of justice research from social exchange perspective.
  • Practical and social implications: Practically, the research findings help organizations be aware of the importance of fairness in developing employees’ attitudes towards the organization, and further remind multinational organizations of cultural difference in implementation of HR practices.
  • Keywords: Organizational justice, organizational trust, organizational commitment, cross-cultural study