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Legitimacy, Particularism and Employee Commitment and Justice

Author

Listed:
  • Sarah Hudson

    (ESC [Rennes] - ESC Rennes School of Business)

  • Helena González-Gómez

    (NEOMA - Neoma Business School)

  • Cyrlene Claasen

    (ESC [Rennes] - ESC Rennes School of Business)

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.

Suggested Citation

  • Sarah Hudson & Helena González-Gómez & Cyrlene Claasen, 2019. "Legitimacy, Particularism and Employee Commitment and Justice," Post-Print hal-02194605, HAL.
    • Handle: RePEc:hal:journl:hal-02194605
    DOI: 10.1007/s10551-017-3685-1
    as

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    Citations

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    Cited by:

    1. LaJuan Perronoski Fuller, 2022. "Normative Legitimacy Management and the Expansion of Purpose-Driven Workforces through Organizational Identity," International Business Research, Canadian Center of Science and Education, vol. 15(6), pages 1-1, June.
    2. 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.
    3. del-Castillo-Feito, Cristina & Blanco-González, Alicia & Hernández-Perlines, Felipe, 2022. "The impacts of socially responsible human resources management on organizational legitimacy," Technological Forecasting and Social Change, Elsevier, vol. 174(C).
    4. Sarah Hudson & Helena V. González-Gómez & Cyrlene Claasen, 2022. "Societal Inequality, Corruption and Relation-Based Inequality in Organizations," Journal of Business Ethics, Springer, vol. 181(3), pages 789-809, December.

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