Affordable Access

Legitimacy, Particularism and Employee Commitment and Justice

Authors
  • Hudson, Sarah
  • González-Gómez, Helena
  • Claasen, Cyrlene
Publication Date
Jul 01, 2019
Source
Kaleidoscope Open Archive
Keywords
Language
English
License
Unknown
External links

Abstract

Research on the effects of particularistic human resource practices (i.e., favoritism and nepotism) on organizationaloutcomes 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.

Report this publication

Statistics

Seen <100 times