Effect of Organizational Justice on Job Outcomes: Mediating Role of Affective Commitment

The study analyzes a model that shows a relationship between procedural justice, distributive justice, affective commitment and work outcomes. The topics individually are extensively researched previously but affective commitment performing the role of mediation in the mix of the variables taken here in the model, has not yet been researched. I proposed that affective commitment act as a mediator in the relationship between the justice types (procedural justice, distributive justice) and work outcomes (employee performance and turnover intention). A sample of 150 employees was taken from different departments of Peshawar University and I came up with the results that, procedural justice and distributive justice positively effects employee performance and negatively affects the turnover intention of the employees. A positive relationship corresponds to reside between the organizational justice types and affective commitment of the employees which was found to mediate the predictor (procedural justice, distributive justice) and criterion (employee performance) relationship but no mediation occurred in the turnover intention case.Key words: Procedural justice, Distributive justice, Affective commitment, Employee performance and Turnover intention