Relationships between organizational justice and different motivational orientations

Gagné, Marylène; Donia, Magda; Bérubé, Nicole

doi:10.1037/e518532013-345

Cited by 8 publications

(6 citation statements)

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“…Third, the proposed relation between distributive justice and need satisfaction proved non‐significant in the structural model. The finding is somewhat in contradiction to previous research, which has found a positive relation between the combined organizational justice dimensions and need satisfaction (Gagné, ; Gagné et al ., ; Mayer et al ., ). However, research on this relation is not always clear when it comes to which justice dimension is of importance.…”

Section: Discussionmentioning

confidence: 99%

“…Relatively little research has examined the relation between distributive justice and need satisfaction, as the justice research has tended either to investigate the relations of an overall perception of organizational justice (Mayer, Bardes & Piccolo, ) or of the procedural dimension in particular (Gagné, ; Van Prooijen, ). Only one study that we know of, by Gagné, Bérubé and Donia (), showed that perceptions of both procedural justice and distributive justice were positively related to autonomous motivation through satisfaction of the basic psychological needs. However, regarding distributive justice, as research has indicated that need‐supportive contexts have strong positive implications for need satisfaction in compensation situations (e.g., Goodman, ; Ryan et al ., ), we would expect that the relation between distributive justice and need satisfaction might be moderated by need support.…”

Section: Hypothesesmentioning

confidence: 99%

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Show them the money? The role of pay, managerial need support, and justice in a self‐determination theory model of intrinsic work motivation

Olafsen

Halvari

Forest

et al. 2015

Scandinavian J Psychology

163

112

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The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM-analyses tested a self-determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.

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Section: Discussionmentioning

confidence: 99%

Section: Hypothesesmentioning

confidence: 99%

Show them the money? The role of pay, managerial need support, and justice in a self‐determination theory model of intrinsic work motivation

Olafsen

Halvari

Forest

et al. 2015

Scandinavian J Psychology

163

112

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“…Lack of distributive justice has been associated with employee theft (Greenberg, 1990). Gagne et al (2007) found that autonomous work motivation mediated the relation between distributive justice and work satisfaction, and the relation between distributive justice and turnover intentions. Elanain (2008) has tested the mediating impact of distributive justice on the relationship between work characteristics given by Hackman and Oldham (1975) and work outcomes (work satisfaction, organizational commitment and turnover intentions).…”

Section: Rationale For Connecting Link Between Engagement and Justicementioning

confidence: 99%

Organizational justice and employee engagement

2014

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Purpose – The purpose of this paper is to explore whether perceptions of distributive, procedural and interactional justice are related to employee engagement, as an extension of the antecedents-consequences model of Saks (2006), and to examine the possibility of inter-relationships between these three dimensions of justice. Design/methodology/approach – A survey of 210 employees of public sector banks in India covered measures of job and organization engagement (OE) proposed by Saks (2006) and the scale on distributive, procedural and interactional justice developed by Niehoff and Moorman (1993). The relationships between justice perceptions and engagement were analysed using correlations and hierarchical regression analysis. Findings – Results show that distributive, procedural and interactional are inter-related with each other. Further, distributive and interactional justice take precedence over procedural justice in determining job engagement, while distributive justice plays the most important role in determining OE, followed by procedural and interactional justice. Practical implications – By highlighting the inter-relationships among the three dimensions of justice, this study offers useful insights into the underlying processes through which job and OE can be improved through these inter-relationships. Findings also highlight the application of concepts like relative deprivation in Indian public sector banks to increase the engagement levels of their employees. Originality/value – This paper adds to the very small number of studies that have investigated the role of interactional justice in enhancing job and OEs. It has also established inter-relationships between the three dimensions of organizational justice and their individual roles in determining job and OEs.

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“…It was also found that fairness can partly explain the positive effects of high base pay and stock ownership on performance and affective commitment (Kuvaas, 2003, 2006). Therefore, we propose distributive justice as an inherent characteristic of compensation systems, and hypothesize that it will directly influence need satisfaction (Gagné et al, 2007). Procedural justice is influenced by other characteristics of the compensation system, namely, the ratio of variable versus fixed pay, the objectivity of the performance appraisal, and the number of people whose performance is used to determine a reward.…”

Section: A Model Of the Effects Of Compensation On Work Motivationmentioning

confidence: 99%

The study of compensation systems through the lens of self-determination theory: Reconciling 35 years of debate.

Gagné¹,

Forest²

2008

Canadian Psychology / Psychologie canadienne

191

190

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´du Que ´bec a `Montre ´al Although compensation specialists generally argue for incentive systems that link rewards to performance, self-determination theory argues that such contingent rewards can have detrimental effects on autonomous motivation. The authors present a model of the motivational effects of compensation systems that attempts to reconcile the self-determination theory view and the literature on compensation. This model evaluates how compensation system characteristics, such as the amount and variability of pay, can influence the satisfaction of the needs for autonomy, competence, and relatedness, which in turn influence autonomous work motivation.

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Relationships between organizational justice and different motivational orientations

Cited by 8 publications

References 0 publications

Show them the money? The role of pay, managerial need support, and justice in a self‐determination theory model of intrinsic work motivation

Show them the money? The role of pay, managerial need support, and justice in a self‐determination theory model of intrinsic work motivation

Organizational justice and employee engagement

The study of compensation systems through the lens of self-determination theory: Reconciling 35 years of debate.

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