Integrating commitment theories with social exchange theory, a three-wave longitudinal study (N = 534) was conducted to explore the dynamic relationships among organizational justice, perceived organizational support (POS), and commitment profiles [i.e., profiles of affective commitment (AC), normative commitment (NC), high sacrifice (HS) and low alternative (LA) subcomponents of continuance commitment (CC)]. The results of 3-step latent transition analysis indicated that a meaningful proportion of employees switched commitment profiles over time, suggesting that the configurations of commitment within individuals are not stable over time. Consistent with theorizing, positive changes in distributive justice and POS predicted the shift to AC/NC-dominant profile and AC/NC/HS-dominant profile. Further, positive changes in distributive justice and POS contributed to the development of HS, manifested by the shift from AC/NC-dominant profile to AC/NC/HS-dominant profile. Finally, the effect of changes in procedural justice on the change in commitment profiles was completely mediated by changes in POS, whereas the effect of changes in distributive justice was partially mediated by changes in POS. These findings provide a unique glimpse into the evolving exchange relationships between employees and the employer wherein we discuss critical theoretical and practical implications.

将承诺理论与社会交换理论相结合，进行了三波纵向研究（N  = 534），以探索组织公正，感知的组织支持（POS）和承诺概况[即情感承诺概况（AC）]之间的动态关系。 ，持续承诺（CC）的规范承诺（NC），高牺牲（HS）和低替代（LA）子组件]。3步潜在过渡分析的结果表明，相当一部分员工随时间推移转换了承诺配置文件，这表明个人内部的承诺配置并没有随着时间的推移稳定。与理论相一致，分配正义和POS的积极变化预示着向AC / NC主导型和AC / NC / HS主导型的转变。此外，分配正义和POS的积极变化促进了HS的发展，表现为从AC / NC主导型向AC / NC / HS主导型转变。最后，程序正义的变化对承诺概况的变化的影响完全由POS的变化来调节，而分配正义的变化的部分由POS的变化来调节。这些发现提供了对雇员与雇主之间不断发展的交换关系的独特了解，其中我们讨论了重要的理论和实践意义。