Organization development

Business

Organizational learning

Job performance

Job satisfaction

Organizational justice

Knowledge management

Biology

Job attitude

Marketing

Political science

Affective events theory

Paleontology

Psychology

Organizational performance

Knowledge sharing

Context (archaeology)

Public relations

Computer science

Organizational behavior and human resources

Organizational commitment

Organizational culture

Social psychology

Procedia Computer Science

The human factor plays the most important role in maintaining the existence of organizations. Therefore, emotions, attitudes, motivations, and behaviors of the employees are critical for firms. Organizational commitment enables employees to fulfill their responsibilities with motivation and even voluntariness in line with the aims and objectives of the organization. For this reason, it is very important for firms to have employees with organizational commitment in terms of achieving organizational goals. One of the main determinants of organizational commitment is organizational justice. For employees, the operation of all the systems in the firm with justice is more important than many things in the organization. Employees’ perceptions of organizational justice determine their positive or negative attitudes towards the organization and therefore in their organizational commitment. Namely, both organizational justice and organizational commitment are decisive for the employees to be useful for the organization, do useful things for the organization and work heartily. In this way, employees do not hesitate to share knowledge, on the contrary, they tend to share more knowledge in order to do their job better and support activities that add value to the firm. In addition, thanks to these positive emotions, attitudes, and behaviors of employees, higher performance will be inevitable for the firm. In this context, the purpose of this study is to investigate the relationships among organizational justice, organizational commitment, knowledge sharing, and firm performance. By using the survey data from a sample of 211 responses, our results suggest that organizational justice affects organizational commitment, knowledge sharing, and firm performance. Moreover, organizational commitment influences knowledge sharing and firm performance. It is also found that knowledge sharing affects firm performance.

The Effect of Organizational Justice and Organizational Commitment on Knowledge Sharing and Firm Performance