The Influence of Organizational Justice on Employees’ Motivation to Participate in Training: A Quality System Perspective on Human Resource Practices

Abstract

This study sought to examine the effect of three (distributive, procedural, and interactional) justice perceptions in predicting employees’ motivation to participate in training activities. On the basis of theoretical linkages between the constructs, full mediation and partial mediation models by perceived benefits of training were developed. The models were tested using SEM (Structural Equation Modeling) on responses from 302 employees of three wireless operators in the Republic of Korea. The results showed the partial‐mediation model is a dominant model. It also confirmed that interactional justice directly influence motivation to participate in training, whereas procedural justice influence the variable through perceived benefits of training. Furthermore, limitations and implications of the current study and directions for future work are discussed.

Citation

Seok Kang, D., Sung Kim, Y. and Won Lee, D. (2006), "The Influence of Organizational Justice on Employees’ Motivation to Participate in Training: A Quality System Perspective on Human Resource Practices", Asian Journal on Quality, Vol. 7 No. 1, pp. 1-14. https://doi.org/10.1108/15982688200600001