Abstract
Purpose
The purpose of this paper is to examine the relationship between congruence between employee and employer psychological contract fulfillment and commitment. The authors further studied how the relationship is moderated by distributive justice.
Design/methodology/approach
The authors conducted polynomial regression analyses with response surface methodology on two Korean samples.
Findings
Congruence between employee and employer psychological contract fulfillment was positively related to affective commitment and occupational commitment. Distributive justice moderated these relationships.
Research limitations/implications
The main limitation was common method bias as a result of the cross-sectional nature of the study designs.
Practical implications
Employers must be vigilant not only with regard to fulfilling employees’ psychological contracts but also to doing this fairly.
Originality/value
The authors studied the interaction effect of distributive justice on the relationship between psychological contract congruence and commitment in Korea.