ROLE OF ORGANISATIONAL TRUST AND ORGANISATIONAL JUSTICE IN ORGANISATIONAL COMMITMENT AMONG FRONT-LINE WORKERS

Abstract

This study aimed to examine the role of organisational trust and organisational justice in organisational commitment among front-line workers. 210 front-line workers participated in this study and were divided into two groups front line workers who work in the private sector (N=110) and front line workers who work in public sector (N=100) age ranged between 20-62 years. Participants were drawn from different organisations and institutes in Vaishali, Hajipur, Muzaffarpur, Madhubani, and Darbhanga. The participants were administered the Organisational Trust Scale developed by Nyhan and Marlowe (1997), the Organisational Justice Scale developed by Niehoff and Moorman (1993), and the Organisational Commitment Scale adopted by Tripathi, Kapoor, and Tripathi (2000). Correlation analysis found that organisational trust was significantly and positively correlated with identification with involvement (r=.525, p<.01), calculative commitment (r=.355, p<.01), and organisational loyalty (r=.359, p<.001). Overall organisational trust was found to be significantly positively correlated with overall organisational commitment (r=.604, p<.001). Results also indicate that all dimensions of organisational justice, such as distributive justice, procedural justice and interactional justice, were found to be significantly positively associated with Identification with Involvement, calculative commitment, organisational loyalty and overall organisational commitment. Whereas, overall organisational justice was found to be significantly positively correlated with identification with involvement (r=.445, p<.01), calculative commitment (r=.394, p<.01), organisational Loyalty (r=.243, p<.01), and overall organisational commitment (r=.514,p<.01). The results of stepwise regression analysis indicate that trust in supervisor emerged as the best predictor of all dimensions of organisational commitment and trust in organisation was also the predictor of calculative commitment. The results of stepwise regression also revealed that interactional justice emerged as the best predictor of identification with involvement and organisational loyalty, while distributive justice was also the predictor of calculative commitment, and procedural justice emerged as the best predictor of calculative commitment. Results of hierarchical multiple regression indicated that organisational justice contributed as a moderator in the relationship between organisational trust and organisational commitment. The interaction term (organisational trust × organisational justice) accounted for a significant proportion of variance in organisational commitment. This interaction term indicated that perceived organisational justice amplified organisational commitment.