Interaction between one's own and others' procedural justice perceptions and citizenship behaviors in organizational teams: The moderating role of group identification.

Du, Jing; Choi, Jin Nam; Hashem, Fadi

doi:10.1037/a0028524

Cited by 10 publications

(11 citation statements)

References 62 publications

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“…However, this conclusion is relative because those researches explored either differing OCB dimensions or integral OCB in the group. For instance, there are the findings of significant positive ties between group identification and helping co-workers behavior (Van der Borgh et al, 2019), OCB-I (Kellison et al, 2013), extra-role (Hakonen & Lipponen, 2007), as well as lack of significant correlations with change-oriented (Seppälä et al, 2012), and helping behavior (Du et al, 2012). The positive relationship that we found can be explained by certain concepts of the self-categorization theory.…”

Section: Discussionmentioning

confidence: 99%

Dimensions of Identification in the Workgroup and Employees’ Contributions to Collaborative Activities

et al. 2020

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The aim of this research is to find out connections of identifications with the work group (group identification), informal subgroups (micro-group identification), and other members in the work group (interpersonal identification), considering cognitive, affective, and behavioral components, with an employee’s contribution to cooperative activities. The sample includes 302 fellows of 35 workgroups in Russian commercial companies and public organizations. Empirical data were collected with the Questionnaire of Interpersonal Identification, the Questionnaire of Micro-group and Group Identification, and the Collaborative Group Activity Scale from the Leadership, Contribution, and Interpersonal Style Questionnaire. All the tools were assembled into the computer-based assessment program “Group Profile” (GP) to conduct the survey individually on PC. It was found that all three dimensions of group identification and affective measures of interpersonal and micro-group identification predict individual contribution to collaborative activities in groups. Employee involvement in the informal subgroup within the work group mediates relations between identification dimensions at different levels and contribution to collaborative activities. The ties of additional characteristics (gender, age, tenure with the organization) with cooperative activities have been described. The multivariate model of identification makes it possible to extend the research scope and enhance the understanding of causes and effects of employee identification in the group.

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Section: Discussionmentioning

confidence: 99%

Dimensions of Identification in the Workgroup and Employees’ Contributions to Collaborative Activities

et al. 2020

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“…As abundant studies have confirmed the positive impacts of organizational justice on health [ 28 , 68 – 70 ], one probable explanation is that, the effects of organizational justice on PCS and MCS were mediated by other studied organizational behavior variables. For example, previous organizational behavior researches have affirmed that organizational justice was predictor of group identification [ 71 ], POS [ 72 ] and psychological empowerment [ 73 ]; group identification [ 74 ] and POS [ 75 – 77 ] are mediators in the relation between organizational justice and various outcome variables.…”

Section: Discussionmentioning

confidence: 99%

The association between organizational behavior factors and health-related quality of life among college teachers: a cross-sectional study

Liu

Wang

Shen

et al. 2015

Health Qual Life Outcomes

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BackgroundCollege teachers in China are confronted with a lot of pressure from teaching, researching and living. They are suffering from impaired physical and mental health. The purpose of this study was to investigate the relationships between organizational behavior factors and college teachers’ health related quality of life (HRQOL), and to confirm whether they are positive resources for improving teachers’ HRQOL.MethodsA cross-sectional survey was conducted in Shenyang, China, from January to April 2014. Participants were composed of 965 teachers randomly selected from five representative colleges in Shenyang. Self-administrated questionnaires containing the 36-item Short-Form Health Survey (SF-36), the Chinese version Psychological Capital Questionnaire (PCQ), and scales assessing group identification, POS, and psychological empowerment were used to measure HRQOL and organizational behavior variables of college teachers. Hierarchical multiple regression analysis (HMR) was performed to explore the effects of organizational behavior variables on college teachers’ HRQOL.ResultsThe mean (SD) scores of physical component summary (PCS) and mental component summary (MCS) among college teachers were 71.43 (14.70) and 65.46 (16.55) respectively in the study population. Hierarchical multiple regression analysis showed that group identification (β = 0.121, P < 0.001) and PsyCap (β = 0.336, P < 0.001) were significant predictors of PCS, while group identification (β = 0.107, P < 0.001), POS (β = 0.124, P = 0.003), psychological empowerment (β = 0.093, P = 0.017) and PsyCap (β = 0.421, P < 0.001) were significant predictors of MCS.ConclusionChinese college teachers experienced relatively low level of HRQOL and their mental quality of life (QOL) were impaired more seriously than physical QOL. Organizational behavior factors (PsyCap, group identification, POS and psychological empowerment) were strong predictors of college teachers’ HRQOL and are positive resources for improving teachers’ HRQOL. The enhancement of college teachers’ PsyCap, group identification, POS and psychological empowerment at work should be incorporated in the strategy of protecting and improving college teachers’ physical and mental QOL.

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“…meta-analytical review; Cohen-Charash & Spector, 2001;Colquitt, 2001). Third, employee reactions to distributive justice can be influenced by procedural justice because the fairness of the actual resource distribution is largely determined by fair decision-making procedures and processes (Du, Choi, & Hashem, 2012). Finally, there is a high degree of conceptual overlap among interactional justice, distributive justice, and LMX because leaders rely on the quality of relationships with their subordinates when they distribute organizational resources and psychological support (Erdogan & Bauer, 2010).…”

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confidence: 99%

Examining the interpersonal process and consequence of leader–member exchange comparison: The role of procedural justice climate

Tse

Lam

et al. 2018

J Organ Behavior

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Summary Individuals are always sensitive to their relative standing in interpersonal comparison processes of leader–member exchanges (LMXs) in teams. Little research, however, has investigated whether coworkers with a higher LMX influence the emotional and behavioral reactions of individuals with a lower LMX in different dyads. Drawing on social comparison theory and the symbolic model of procedural justice (PJ) climate, we conducted 2 independent studies—an experimental study focusing on the self‐perceived upward LMX comparison (i.e., an individual perceives that a coworker's LMX is higher than the LMX that he or she has with the supervisor; N = 203; Study 1: American working adults) and a field survey study focusing on the other‐perceived downward LMX comparison (i.e., a coworker perceives that his or her own LMX is higher than the LMX that the individual has with the supervisor; N = 177; Study 2: Chinese software engineers). Results from these studies consistently revealed that a coworker's higher LMX elicits an individual's hostile emotions when the PJ climate is low but that this relationship is buffered when the PJ climate is high. Results of both studies also showed that the coworker's higher LMX arouses the individual to direct harmful behavior toward that coworker (via the individual's feelings of hostility) when the PJ climate is low but not when it is high.

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Interaction between one's own and others' procedural justice perceptions and citizenship behaviors in organizational teams: The moderating role of group identification.

Cited by 10 publications

References 62 publications

Dimensions of Identification in the Workgroup and Employees’ Contributions to Collaborative Activities

Dimensions of Identification in the Workgroup and Employees’ Contributions to Collaborative Activities

The association between organizational behavior factors and health-related quality of life among college teachers: a cross-sectional study

Examining the interpersonal process and consequence of leader–member exchange comparison: The role of procedural justice climate

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