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Distributive Injustice: Leadership Adherence to Social Norm Pressures and the Negative Impact on Organizational Commitment

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  • LaJuan Perronoski Fuller

Abstract

The social norm theory suggests that leaders who rely on perceived norms (misperceptions) rather than actual norms may produce unfair work advantages. Furthermore, social norms alter ethical leadership behaviors. However, leadership adheres to social norms due to society's implied compliance in the absence of distributive injustice measurements. Therefore, distributive injustice may be a more salient predictor than distributive justice on affective organizational commitment. The aim of this study was to fill gaps in literature on distributive injustice and investigate negative influences on employees’ affective commitment. A distributive injustice scale was designed using employee perceptions of policies that create unfair advantages and meritless rewards. The distributive injustice scale consisted of 14 items. A survey was sent to 481 full-time employees in various industries throughout the U.S. Correlation and regression model output indicated that unfair advantages and meritless rewards had a negative relationship and influence on employees’ affective commitment. Social norm policies that create unfair advantages and meritless rewards can be perceived as a divisionary tacit that negatively impacts affective commitment.

Suggested Citation

  • LaJuan Perronoski Fuller, 2021. "Distributive Injustice: Leadership Adherence to Social Norm Pressures and the Negative Impact on Organizational Commitment," International Business Research, Canadian Center of Science and Education, vol. 14(9), pages 1-21, September.
    • Handle: RePEc:ibn:ibrjnl:v:14:y:2021:i:9:p:21
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    References listed on IDEAS

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    1. Sarah Hudson & Helena González-Gómez & Cyrlene Claasen, 2019. "Legitimacy, Particularism and Employee Commitment and Justice," Post-Print hal-02194605, HAL.
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    4. Elise Marescaux & Sophie De Winne & Luc Sels, 2019. "Idiosyncratic Deals from a Distributive Justice Perspective: Examining Co-workers’ Voice Behavior," Journal of Business Ethics, Springer, vol. 154(1), pages 263-281, January.
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    6. Sarah Hudson & Helena V González-Gómez & Cyrlene Claasen, 2019. "Legitimacy, Particularism and Employee Commitment and Justice," Journal of Business Ethics, Springer, vol. 157(3), pages 589-603, July.
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    Cited by:

    1. LaJuan Perronoski Fuller, 2022. "Diversity and Inclusion Favoritism: Creating Distributive Injustices That Erode Organizational Identity," International Journal of Social Science Studies, Redfame publishing, vol. 10(1), pages 78-92, January.

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    • R00 - Urban, Rural, Regional, Real Estate, and Transportation Economics - - General - - - General
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