Procedural and interactional justice in talent management processes, affective organizational commitment and work-related stress: the mediating role of intrinsic motivation

Abstract

This conceptual paper provides insight into the dynamics of organizational justice, affective organizational commitment, and work-related stress, with intrinsic motivation serving as a mediator. Using the theory of perceived organizational justice, we argue that procedural and interactional justice in talent management processes would have significant, independent effects on intrinsic motivation, organizational commitment, and work-related stress. A questionnaire was distributed within two organizations among employees at different levels (n = 65). The results indicated a significant positive relationship between perceived procedural justice and intrinsic motivation, confirming previous research. However, no significant correlation between interactional justice and intrinsic motivation was discovered. Incorporating intrinsic motivation as a mediator enhanced the model's ability to predict organizational commitment and workrelated stress. Intrinsic motivation emerged as a significant predictor of organizational commitment, and was negatively correlated with work-related stress. This thesis may assist in setting the direction for future research in the area of talent management and help managers understand the significant roles of talent perception congruence and organizational justice in determining the talent management outcomes. Implications for practice and directions for future research are discussed.