Orientation: This article reports on the behaviours displayed by committed employees and\r\nthe influence of perceptions of fair treatment in the workplace on employees� commitment.\r\nResearch purpose: The objective of the study was to identify organisational behaviours that\r\nare indicative of employee commitment and whether perceptions of fair treatment in the\r\nworkplace influence employees� commitment.\r\nMotivation for the study: Employees are emotionally attached to organisations and treating\r\nemployees in a fair manner plays a huge role in building commitment.\r\nResearch design, approach and method: This study made use of a quantitative approach and\r\na questionnaire was developed to collect data on employees� biographical details, their work\r\nbehaviour and perceptions of how fairly they believe they were treated in the workplace. A\r\ndisproportionate, stratified sampling method was used and a sample of 349 employees from a\r\nleading bank in South Africa participated. Factor analysis, correlations, t-tests and analysis of\r\nvariance statistics were computed to achieve the objectives.\r\nMain findings: The factor analysis identified the following four factors relating to employee\r\ncommitment: obedience, job satisfaction, participation and loyalty. The results of the t-tests\r\nrevealed that biographical factors do not have a practical significant effect on employee\r\ncommitment, whereas treatment in the workplace does have a significant effect on employee\r\ncommitment.\r\nPractical/managerial implications: Committed employees engage in specific behaviours\r\nand if they do not, managers need to pay attention to the way employees are treated in the\r\nworkplace.\r\nContribution/value-add: This study contributes to a better understanding of the dimensionality\r\nof employee commitment in the light of perceptions of fair treatment.
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