Influencing mechanisms of organizational commitment among local employees in international construction projects: role of justice, support and trust

Purpose This study investigates the influencing mechanisms through which organizational justice (distributive, procedural and interactive justice) and organizational support (emotional and instrumental support) impact organizational commitment (affective, continuance and normative commitment) among local employees in international construction projects. It further examines how organizational trust mediates and cultural differences moderate the relationships. The goal is to provide theoretical foundations for international construction enterprises to optimize the local employee management system and enhance management efficiency and global competitiveness. Design/methodology/approach Through an online survey targeting local employees, the study obtained 205 valid responses. The validation of hypothesized relationships was conducted using covariance-based structural equation modeling. Findings The results revealed that distributive justice significantly predicts continuance and normative commitment, while interactive justice positively influences normative commitment. Emotional support exerts a favorable impact on all sub-dimensions of organizational commitment. However, organizational commitment is not directly influenced by procedural justice or instrumental support. Furthermore, this study indicated that organizational trust mediates the influence of organizational justice and organizational support on organizational commitment. Conversely, the moderating role of cultural differences is absent in the path from organizational justice/support to organizational commitment. Originality/value The study focuses on local employees in international construction projects. Guided by social exchange theory, this study uncovers the mechanisms through which organizational behaviors (justice and support) influence organizational commitment of local employees. The findings advance the understanding of local employees’ psychological and cognitive attitudes and provide theoretical references for human resource localization management practices in international construction enterprises.