The relationship between procedural justice and person–organisation fit: The mediating role of organisational trust

• Published in: South African Journal of Economic and Management Sciences Vol. 25; no. 1; pp. 1 - 10
• Main Authors: Williamson, Mervywn K., Perumal, Kressantha
• Format: Journal Article
• Language: English
• Published: Pretoria AOSIS 2022; African Online Scientific Information Systems (Pty) Ltd t/a AOSIS; University of Pretoria
• Subjects: Analysis; Beliefs, opinions and attitudes; Business; Business, Finance; Citizenship; Communication; Economic research; Economics; Employees; Human resource management; Influence; Job satisfaction; Justice, Administration of; Leader-member exchange; Leadership; Management; Management research; Mediation; Organisational trust; Organizational behavior; Perceptions; Procedural justice; Public Administration; P–O fit; relational models of procedural justice; Social Exchange Theory; South Africa; Trust (Psychology); Work environment; South Africa; social exchange theory; organisational trust; procedural justice; P-O fit; relational models of procedural justice
• ISSN: 1015-8812; 2222-3436; 2222-3436
• DOI: 10.4102/sajems.v25i1.4412

Background The effects of person–organisation (P–O) fit on key work outcomes has been the subject of a plethora of research in the last few decades. However, scant attention has been given to exploring the antecedents of P–O fit in the workplace. This study addressed this gap in the literature.Aim The aims of the study were to determine if there was a relationship between procedural justice and P–O fit, and whether organisational trust could be considered a potential mediating variable in this relationship.Setting The research was conducted among permanent employees representing a range of businesses in KwaZulu-Natal.Methods In order to address the study objectives, a quantitative survey and cross-sectional design were used. Data were collected from a convenience sample of 118 permanent employees who were registered for degrees in commerce and business administration and attended part-time classes at a university in the province of KwaZulu-Natal.Results The results of the statistical analysis revealed a significant and positive association between procedural justice and employees’ perceived P–O fit. Organisational trust was found to partially mediate this relationship.Conclusion The results make a significant contribution to P–O fit theory and the management of P–O fit in the workplace.