![]() Tetrick (Eds.), Handbook of occupational health psychology (2nd ed., pp. The impact of organizational justice on occupational health. Oxford, UK: Elsevier Science.Ĭropanzano, R., & Wright, T. ![]() Ferris (Ed.), Research in personnel and human resources management (pp. Journal of Vocational Behavior, 58, 164–209.Ĭropanzano, R., Rupp, D. Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. London, UK: Routledge.Ĭropanzano, R., Byrne, Z. Biel (Eds.), Collective problems in modern society: Dilemmas and solutions (pp. Workplace justice and the dilemma of organizational citizenship. Academy of Management Perspectives, 21, 34–48.Ĭropanzano, R., & Byrne, Z. The management of organizational justice. Coefficient alpha and the internal structure of tests. Colquitt (Eds.), Handbook of organizational justice (pp. How should organizational justice be measured? In J. Journal of Applied Psychology, 86, 425–445.Ĭolquitt, J. Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 386–400.Ĭolquitt, J. On the dimensionality of organizational justice: A construct validation of a measure. Organizational Behavior and Human Decision Processes, 86, 278–321.Ĭolquitt, J. The role of justice in organizations: A meta-analysis. Mahwah, NJ: Erlbaum.Ĭohen-Charash, Y., & Spector, P. Applied multiple regression/correlation analysis for the behavioral sciences (3rd ed.). Beverly Hills, CA: Sage.Ĭohen, J., Cohen, P., West, S. Borgatta (Eds.), Social measurement: Current issues (pp. Analyzing models with unobserved variables: Analysis of covariance structures. Methods of research in social psychology. Long (Eds.), Testing structural equation models (pp. Edwards (Eds.), Voice and silence in organizations (pp. ![]() Voice and silence in organizations: Historical review and current conceptualizations. Los Angeles, CA: BMDP Statistical Software.īrinsfield, C. EQS: Structural equations program manual (6th ed.). Response rate in academic studies: A comparative analysis. Journal of Personality and Social Psychology, 51, 1173–1182.īaruch, Y. The moderator-mediator variable distinction in social psychological research: Conceptual strategic, and statistical considerations. Journal of Applied Psychology, 90, 629–643.īaron, R. Exploring the role of emotions in injustice perceptions and retaliation. (2012) Approach or avoid? Exploring overall justice and the differential effects of positive and negative emotions. Englewood Cliffs, NJ: Prentice-Hall.īarclay, L. Social foundations of thought and action. Journal of Managerial Psychology, 22, 309–328.īandura, A. The job demands-resources model: State of the art. Aronson (Eds.), The handbook of social psychology (pp. Journal of Applied Psychology, 94, 491–500.Īronson, E., & Carlsmith, J. The role of overall justice judgments in organizational justice research: A test of mediation. Organizational Behavior and Human Decision Processes, 103, 21–36.Īmbrose, M. The relationship between justice and attitudes: An examination of justice effects on specific and global attitudes. Colquitt (Eds.), The handbook of organizational justice (pp. Distributive and procedural justice: Construct distinctiveness, construct interdependence, and overall justice. The Quarterly Review of Economics and Finance, 45, 48–64.Īmbrose, M. Contagion effects of the world’s largest bankruptcy: The case of WorldCom. Newbury Park, CA: Sage.Īkhigbe, A., Martin, A. Multiple regression: Testing and interpreting interactions. The theoretical and practical implications of these findings for both the justice and silence literatures are discussed.Īiken, L. Quiescent silence partially mediated these relationships, with the exception of performance. Specifically, acquiescent silence partially or fully mediated the relationship between overall justice perceptions and emotional exhaustion, psychological withdrawal, physical withdrawal, and performance. Furthermore, Study 2 indicated that the implications of silence extend beyond the restriction of information flow in organizations to include employee outcomes. Across the studies, results indicated that overall justice is a significant predictor of both types of silence in organizations. Using two experimental studies (Study 1a, N = 91 Study 1b, N = 152) and a field survey of full-time working adults (Study 2, N = 308), we examined overall justice as an antecedent of acquiescent (i.e., silence motivated by futility) and quiescent silence (i.e., silence motivated by fear of sanctions). Despite burgeoning interest in employee silence, there are still significant gaps in our understanding of (a) the antecedents of employee silence in organizations and (b) the implications of engaging in silence for employees.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |