Purpose

Organizational justice and its impact on employee commitment have received a lot of attention these days. The objective of this study is to see the effect of job satisfaction as a mediator in the relationship between organizational justice and employee commitment. Also, the role of academic rank as a moderator in the model is probed.

Design/methodology/approach

A moderating mediation structural equation model was used for randomly collected cross-section data on 285 employees from public universities in Ethiopia. Necessary condition analysis (NCA) was employed to check the importance of the variables. The Gaussian copula approach was used to check endogeneity in the structural model.

Findings

NCA confirms the importance of organizational justice and employee satisfaction as the independent variables. The Gaussian copula approach reveals no endogeneity problems in the structural model. The results supported the partial mediating role of job satisfaction in organizational justice and academic staff’s commitment. Moreover, though staff rank is not a necessary condition, it plays the role of moderator in the relationship between academic staff’s job satisfaction and commitment.

Practical implications

This paper affirms that public institutions must implement fair initiatives and procedures to promote academic staff satisfaction and commitment.

Originality/value

This is the first study to check the job rank as a moderator in the model comprising organization justice, employee commitment and satisfaction. Moreover, application of NCA and Gaussian copula adds to methodological innovation.

中文翻译：

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组织公正、工作满意度和学术排名：埃塞俄比亚公立大学员工承诺的调节中介研究

目的

如今，组织正义及其对员工承诺的影响受到了广泛关注。本研究的目的是了解工作满意度作为组织公正与员工承诺之间关系的中介作用。此外，还探讨了学术排名作为模型中调节因素的作用。

设计/方法论/途径

使用调节中介结构方程模型随机收集埃塞俄比亚公立大学 285 名员工的横截面数据。采用必要条件分析（NCA）来检查变量的重要性。高斯连接函数方法用于检查结构模型中的内生性。

发现

NCA 确认了组织公正和员工满意度作为自变量的重要性。高斯连接方法揭示了结构模型中没有内生性问题。结果支持工作满意度在组织公正和学术人员承诺中的部分中介作用。此外，虽然教职人员职级不是必要条件，但它在学术人员工作满意度和承诺之间的关系中起着调节作用。

实际影响

本文申明公共机构必须实施公平的举措和程序，以提高学术人员的满意度和承诺。

原创性/价值

这是第一项在组织公正、员工承诺和满意度模型中检查职位等级作为调节因素的研究。此外，NCA和高斯连接函数的应用增加了方法论的创新。