Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of three types of justice climates (e.g., procedural, interpersonal, and informational), and the moderating effects of these climates on individual level justice-attitude relationships. Largely consistent with the theoretically-derived hypotheses, the results showed that leader (a) agreeableness was positively related to procedural, interpersonal and informational justice climates, (b) conscientiousness was positively related to a procedural justice climate, and (c) neuroticism was negatively related to all three types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high.
The Precursors and Products of Justice Climates CAHRS WP07-09Page 3 of 42
AbstractDrawing on the organizational justice, organizational climate, leadership and personality,
This research attempted to identify specific behaviors and characteristics of individuals that related to their perceptions of work climate. Perceived climate was viewed as an intervening variable being caused by specific job experiences and behaviors. Dimensions of activities performed, the importance of the activities, and work climate were isolated factor analytically on a sample of Roman Catholic diocesan priests (^ = 373). Reported amount of activities performed was more strongly reported importance of activitie •elated to perceived work climate than was Position was shown to moderate the relationship between specific activities and perception of work climate, especially the perception of work challengi;.
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