The effects of organizational fairness and commitment on the extent of benefits big four alumni provide their former firm
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Abstract
In this paper, we examine why some Big Four alumni more than others choose to benefit their former firm (post-employment citizenship). Grounded in social exchange theory, we find that organizational fairness predicts perceived organizational support, which in turn predicts organizational commitment. Organizational commitment predicts post-employment citizenship, and perceived organizational support and organizational commitment partially mediate the positive relationship between organizational fairness and post-employment citizenship. The contributions, limitations, and practical implications of these findings are discussed.