Gender Inclusivity as a Moderator in the Relationship between Organizational Justice and Employee Commitment Evidence from the Banking Sector of Eastern Zone, Afghanistan

Abstract

he focus of this study is on the roles of gender inclusivity within the banking sector of Afghanistan's Eastern Zone and its impact on the relationship between organizational justice and employee commitment. Organizational justice theory and the three-component model of commitment are the primary frameworks used in this study. The study uses the quantitative cross-sectional research method. A structured questionnaire was administered to 200 employees of the banks, which included validated measuring instruments. The data was analyzed using SPSS and moderation analysis was carried out using Hayes’ PROCESS Macro. The study's results show that within the banking sector in Afghanistan, there is a positive correlation between organizational justice and employee commitment. However, this correlation is even stronger in banks that have higher gender inclusivity. The results show that employees are encouraged to remain committed to the organization when there are fair treatment policies in place and the organization is gender inclusive and fair. Without gender inclusivity, there is little to no correlation between organizational justice and employee commitment. Most importantly, this study fills a part of the organizational behavior literature by identifying gender inclusivity as a particular and significant contextual boundary condition within the relationship of the constructs of justice and commitment (or the justice and commitment relationship) within the context of the Eastern Zone of Afghanistan, which is a developing and culturally constrained environment. The findings show that banking institutions need to have gender inclusive practices in addition to justice policies to elevate employee commitment and organizational sustainability.