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Legitimacy, Particularism and Employee Commitment and Justice

Abstract : Research on the effects of particularistic human resource practices (i.e., favoritism and nepotism) on organizational outcomes has concentrated on direct negative attitudinal and behavioral responses. By integrating legitimacy and social exchange theories, this paper proposes and tests the idea that legitimacy of particularistic practices might moderate their negative effects on employee attitudes at work. Through a survey of 415 employees across multiple organizational types, we show that the legitimacy of particularism mitigates its negative effects on affective commitment and perceived distributive and procedural justice in non-family-owned businesses only. We discuss implications for theory and practice.
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Article dans une revue
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https://hal-rennes-sb.archives-ouvertes.fr/hal-02194605
Contributeur : Elise BOUVET Connectez-vous pour contacter le contributeur
Soumis le : jeudi 25 juillet 2019 - 16:44:53
Dernière modification le : samedi 6 août 2022 - 03:22:30

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Sarah Hudson, Helena González-Gómez, Cyrlene Claasen. Legitimacy, Particularism and Employee Commitment and Justice. Journal of Business Ethics, 2019, 157 (3), pp.589-603. ⟨10.1007/s10551-017-3685-1⟩. ⟨hal-02194605⟩

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