The purpose of this paper is to examine the relationship between congruence between employee and employer psychological contract fulfillment and commitment. The authors further studied how the relationship is moderated by distributive justice.
The authors conducted polynomial regression analyses with response surface methodology on two Korean samples.
Congruence between employee and employer psychological contract fulfillment was positively related to affective commitment and occupational commitment. Distributive justice moderated these relationships.
The main limitation was common method bias as a result of the cross-sectional nature of the study designs.
Employers must be vigilant not only with regard to fulfilling employees’ psychological contracts but also to doing this fairly.
The authors studied the interaction effect of distributive justice on the relationship between psychological contract congruence and commitment in Korea.
