The influence of organisational justice on work engagement, organisational commitment, and job satisfaction: A comprehensive study

Two important outcomes in modern organisations are work engagement and organisational commitment. These are relevant for individual performance, personal wellbeing and happiness, and also for organisations’ image and performance. The existing literature deals with both outcomes; however, it does not clarify how they relate to other key variables in organisational settings. Accordingly, this research has three main goals: 1) to examine the relationship between work engagement and organisational commitment; 2) to explore the influence of organisational justice on work engagement and organisational commitment and 3) to inspect the impact of the previous three variables on job satisfaction. A survey was used to collect data from a large international consultancy firm. One hundred valid responses were obtained and these were analysed with structural equation modelling in order to assess the proposed research model. The results confirm that organisational justice has a direct impact not only on work engagement but also on organisational commitment and job satisfaction. Organisational commitment is an antecedent variable for work engagement. No mediation effects were registered in the analyses. The originality of the study lies in the combination of the four variables into one single model that explains the complex re- lationships between the above-mentioned concepts.