The Mediating Role of Organizational Commitment in the Nexus of Perceived Support, Distributive Justice, and Citizenship Behaviour

The research evaluates how organizational commitment functions as a mediator to connect perceived support factors with distributive justice mechanisms toward generating organizational citizenship behavior (OCB). The study examines these connections because it seeks to identify how employee assessments of fairness and support practices affect their voluntary work efforts that extend past official duties. The researchers collected survey responses from employees working in different industries to investigate their topic through quantitative research. SEM analysis evaluated direct relationships and indirect pathways between support perception and distributive justice while using organizational commitment as a mediating variable for predicting OCB. The research results show that worker-perceived support and distributive justice favorably affect organizational commitment which leads to better employee pro-social practices. Organization commitment presents a crucial means that strengthens the relationships between antecedents and OCB through direct mediation. The study connects perceived support to distributive justice and OCB through organizational commitment as a mediator. The research delivers an exhaustive analysis of employee conduct through its system of understanding how impartiality and assistance promotes voluntary work contributions. The examination concentrates on particular business sectors and particular areas that create restrictions for wider application. To enhance OCB organizations must create fair systems and offer support and sustain organizational commitment while implementing justice-oriented policies. The implementation of fair supportive practices leads organizations to engage their workforce and establish workplace success through harmony and productivity.