The relationship between perceived organizational justice and organizational citizenship behaviors among self-initiated expatriates in Saudi Arabia: a moderation model

Purpose This study examines how expatriates' initial motivation to work abroad – namely, continuance commitment – influences their discretionary behaviors by taking a closer look at the relationship between perceived organizational justice and organizational citizenship behaviors among self-initiated expatriates. Design/methodology/approach The study uses a multi-wave, multi-source dataset of insights obtained from self-initiated expatriates in Saudi Arabia to examine how continuance commitment changes the relationship between perceived organizational justice and organizational citizenship behaviors. Findings The results showed that perceived organizational justice predicts the discretionary behaviors, only among self-initiated expatriots SIEs with high continuance commitment; the relationship disappears at lower commitment levels. This finding suggests that expatriates with strong personal, professional or financial investments in the host country are more likely to display citizenship behaviors when they perceive fairness to protect their roles and to avoid the costs of repatriation. Practical implications Recognizing that expatriates may strategically engage in organizational citizenship behaviors to safeguard their international roles can inform management practices focused on retention and performance. Originality/value This study contributes to the management literature by identifying continuance commitment as both a motivator for expatriation and a boundary condition in the relationship between perceived organizational justice and organizational citizenship behaviors.