The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment

To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined w...

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Bibliographic Details
Published in:Journal of applied psychology 2005-01, Vol.90 (1), p.13-24
Main Authors: Siegel, Phyllis A, Post, Corinne, Brockner, Joel, Fishman, Ariel Y, Garden, Charlee
Format: Article
Language:English
Subjects:
Activities of Daily Living
Adult
Biological and medical sciences
Conflict
Conflict (Psychology)
Decision Making
Employees
Employment
Fairness
Family Work Relationship
Female
Fundamental and applied biological sciences. Psychology
Human
Humans
Justice
Male
Occupational psychology
Organization theory
Organizational behaviour
Organizational Commitment
Organizational Policy
Organizational research
Personnel
Personnel Management
Personnel Staffing and Scheduling
Procedural Justice
Procedures
Psychology. Psychoanalysis. Psychiatry
Psychology. Psychophysiology
Quality of Life
Role Conflicts
Studies
Time Management
Work condition. Job performance. Stress
Work life balance
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Summary:To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.
ISSN:0021-9010
1939-1854
DOI:10.1037/0021-9010.90.1.13