The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry

• Published in: Cornell hospitality quarterly 2015-08, Vol.56 (3), p.258-272
• Main Authors: López-Cabarcos, M. Ángeles, Machado-Lopes-Sampaio-de Pinho, Ana Isabel, Vázquez-Rodríguez, Paula
• Format: Article
• Language: English
• ISSN: 1938-9655; 1938-9663
• DOI: 10.1177/1938965514545680

A survey of employees at four- and five-star hotels in the north of Portugal found that employees who feel they are treated fairly may develop higher levels of job satisfaction, and, in turn, higher levels of organizational commitment. A key variable in this context is the influence of employees’ perceptions of workplace fairness. The study tested three forms of organizational justice—distributive justice, interactional justice, and procedural justice—as they influence three types of organizational commitment: affective commitment, continuance commitment, and normative commitment. Of the three types of justice, procedural justice is related to all organizational commitment components, distributive justice is not related to any of them, and interactional justice is not related to affective commitment, and is actually negatively related to normative and continuance commitment. The study also tested the relationship of job satisfaction with the other variables. The results indicate tha job satisfaction significantly influences affective and normative commitment, while distributive justice and interactional justice do in fact influence job satisfaction.