Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.
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