Purpose This study examines the impact of training justice, including procedural, distributive, informational, and interpersonal training justice, on anti-moonlighting attitude and affective commitment. It also investigates the effect of affective commitment on anti-moonlighting attitude. In addition, the study explores the mediating role of affective commitment in the relationship between training justice and anti-moonlighting attitude. Design/methodology/approach Data were collected online through a structured questionnaire from 526 employees working in the Indian Information Technology (IT) industry. The proposed model was tested using partial least squares structural equation modeling (PLS-SEM). Findings The results show that training justice positively impacts both anti-moonlighting attitude and affective commitment. Affective commitment also positively affects anti-moonlighting attitude and mediates the relationship between training justice and anti-moonlighting attitude. Furthermore, the control variables such as gender, age, and career level significantly affect these relationships. Research limitations/implications As the study is cross-sectional and limited to the Indian IT industry, generalizability is restricted. Future research should explore other cultural and industrial contexts. Practical implications Human resource managers can enhance fairness in training by assigning qualified trainers, conducting transparent evaluations, maintaining clear communication, and ensuring respectful treatment. These practices strengthen affective commitment, which in turn fosters an anti-moonlighting attitude and discourages moonlighting among employees in IT companies. Originality/value This study is the first of its kind to integrate dimensions of organizational justice in training and examine the interplay between training justice, affective commitment, and anti-moonlighting attitude within the Indian IT industry.
Ram Shankar Uraon (Wed,) studied this question.