RT Article
T1 Legitimacy, Particularism and Employee Commitment and Justice
JF Journal of business ethics
VO 157
IS 3
SP 589
OP 603
A1 Hudson, Sarah
A1 González-Gómez, Helena V
A1 Claasen, Cyrlene
A2 González-Gómez, Helena V
A2 Claasen, Cyrlene
LA English
YR 2019
UL https://ixtheo.de/Record/1785669508
AB 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.
K1 Particularism
K1 Organizational Justice
K1 Nepotism
K1 Legitimacy
K1 Favoritism
K1 employee commitment
DO 10.1007/s10551-017-3685-1