To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies howed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.
Siegel, Phyllis, Corrine Post, Joel Brockner, Ariel Fishman, and Charlee Garden. "The Moderating Influence of Procedural Fairness on the Relationship between Work-Life Conflict and Organizational Commitment." Journal of Applied Psychology 90, no. 1 (2005): 13-24.
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