ROLE OF CAREERISM IN THE RELATIONSHIP BETWEEN PROCEDURAL JUSTICE AND WORK ENGAGEMENT

This study has examined the direct and interactive effect of employee’s perceived organizational procedural justice and careerism on work engagement. Self-reported perceptual cross-sectional data obtained from 546 employees have been analyzed quantitatively. Direct effects of organizational procedural justice on work engagement was measured positive and significant. Likewise, direct impact of employees’ careerism on their work engagement was measured negative and significant. Regarding the interactive effect of organizational procedural justices and careerism on work engagement; careerism moderated the relationship of organizational procedural justice with work engagement. Precisely, this study revealed that increase in level of careerism caused to decrease in strength of positive association of organizational procedural justice with work engagement. Moreover, buffering moderation of careerism in the relationship of organizational procedural justice with work engagement was comparatively stronger for those employees who have high level of organizational procedural justice and vice-versa.