期刊
JOURNAL OF APPLIED PSYCHOLOGY
卷 95, 期 2, 页码 291-304出版社
AMER PSYCHOLOGICAL ASSOC
DOI: 10.1037/a0017866
关键词
procedural fairness; outcome fairness; uncertainty; standing
Prior research has shown that procedural fairness interacts with outcome fairness to influence employees' work attitudes (e.g., organizational commitment) and behaviors (e.g., job performance, organizational citizenship behavior), such that employees' tendencies to respond more positively to higher procedural fairness are stronger when outcome fairness is relatively low. In the present studies, we posited that people's uncertainty about their standing as organizational members would have a moderating influence on this interactive relationship between procedural fairness and outcome fairness, in that the interactive relationship was expected to be more pronounced when uncertainty was high. Using different operationalizations of uncertainty of standing (i.e., length of tenure as a proxy, along with self-reports and coworkers' reports), we found support for this hypothesis in 4 field studies spanning 3 different countries.
作者
我是这篇论文的作者
点击您的名字以认领此论文并将其添加到您的个人资料中。
推荐
暂无数据