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Abstract Under the circumstance of Chinese socio-economic transformation, organizational justice becomes an important topic on industrial and organizational psychology. Previous research has tested the relations among organizational justice, social exchange relationship, and individual psychological reaction variables. Based on social exchange theory, Tekleab, Takeuchi, and Taylor(2005) proposed that social exchange relationship would mediate the relation between organizational justice and psychological contract breach. But, Lee (2000) suggested that the quality of relationship between employee and organization would affect the organizational justice perception based on Tyler and Lind’s relational model. However, few study compared the rationality of social exchange theory and relational model with cross-validation.
The following measures were administered to a sample of 410 employees from 35 companies: The organizational justice questionnaire developed by Jin(2005) based on the research of Colquitt(2001); the perceived organizational support scale developed by Eisenberger(1990), leader-member exchange scale developed by Wang, Niu and Law(2004), and we adopted psychological contract breach questionnaire developed by Robinson and Morrison(2000). Using structural equation modeling(SEM) technique, this study tested the relations among organizational justice, social exchange relationship and psychological contract breach.
Confirmatory factor analysis supported the 3 dimensional model of organizational justice. Research results demonstrated that perceived organizational support and leader-member exchange would predict the 3 dimensions of organizational justice. Procedural justice, interactional justice mediated the relationship between perceived organizational support and psychological contract breach. The effect of leader-member exchange was mediated by procedural and interactional justice variables. Path coefficient between distributive justice and psychological breach was not significant, and procedural justice and interactional justice were significant predicators of employee’s psychological contract breach perception.
Research results supported the hypothesis of antecedent model between social exchange relationship and organizational justice, and contributed to the relational model of organizational justice research. Limitations and future research were also discussed.
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Received: 30 May 2014
Published: 17 November 2014
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Corresponding Authors:
JIN Yanghua
E-mail: jinyanghua@163.com
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2014, Vol. 
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