On the relationship between procedural justice and organizational citizenship behavior: a test of mediation and moderation effects

Abstract

Purpose

This study conceptualizes job engagement and satisfaction as a crucial mediating mechanism in the relationship between procedural justice and citizenship behavior at individual level (OCB) under the boundary conditions of perceived supervisor support (PSS) and rewards and recognition (RR).

Design/methodology/approach

The survey data were obtained from two periods of time. To reduce the potential bias, the authors approached respondents from different business units and measured RR and OCB from different points of time. The authors assessed the path significance at 95% bias-corrected confidence interval or more by the PLS algorithm and bootstrapping statistics.

Findings

Using an import-export company data, this study substantiates a positive effect of the proposed mediational mechanism of job engagement and satisfaction. In addition, the authors substantiate moderating roles of PSS and RR in the relationships between procedural justice and job satisfaction and, between job engagement and OCB, respectively.

Originality/value

This study is an important extension in enhancing the procedural justice and OCB relationship. The results do not only underscore the contributions of job engagement and satisfaction as vital mediators to the assumed relationship but also lend support to the inclusion of the moderating effects of PSS and RR.

Citation

Nguyen, P.D. and Tran, L.T.T. (2022), "On the relationship between procedural justice and organizational citizenship behavior: a test of mediation and moderation effects", Evidence-based HRM, Vol. 10 No. 4, pp. 423-438. https://doi.org/10.1108/EBHRM-05-2021-0107