The Impact of Distributive and Procedural Justice on Social Service Workers

Lambert, Eric G.; Cluse-Tolar, Terry; Pasupuleti, Sudershan; Hall, Daniel E.; Jenkins, Morris

doi:10.1007/s11211-005-8568-4

Cited by 34 publications

(32 citation statements)

References 32 publications

(36 reference statements)

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“…Unfair and undeserved behavior towards others has negative effects on them. More specifi-cally, unfair and undeserved behavior leads to disappointment, and even offensive acts in people (Lambert et al, 2005). Although there are many variables affecting the performance of employees in organizations, one of the significant variables is the employees' perception about organizational justice.…”

Section: Organizational Justicementioning

confidence: 99%

“…When this research is analyzed, it is seen that some of the studies have focused on only the concept of organizational justice (e.g., Colquitt, Conlon, Wesson, Porter & Ng, 2001;Guy & Dipaola, 2008;Harvey & Haines, 2005;Hoy & Tarter, 2004;Lambert, Cluse-Tolar, Pasupuleti, Hall & Jenkins, 2005;Tyler, 1988). Apart from those, other studies have focused on different aspects of organizational justice and the relationships among them.…”

Section: Introductionmentioning

confidence: 99%

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The Relationship Between Academic Staff’s Perceptions of Organizational Justice and Organizational Citizenship Behaviors

Buluç¹

2015

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Abstract:The purpose of this study is to determine the relationship between academic staff's perceptions of organizational justice and organizational citizenship behaviors. The study sample included 295 academic staff members from eight faculties of a state university in Ankara, which was chosen through random and cluster sampling techniques. Organizational Justice Scale was used in order to determine the level of organizational justice behaviors, whereas Organizational Citizenship Scale was used in order to determine the level of organizational citizenship behaviors of academic staff. Pearson Moment correlation coefficient and regression analysis were used in analyzing the data. The main findings of the study indicated that there is a positive and significant correlation between organizational justice and organizational citizenship behaviors of academic staff.

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Section: Organizational Justicementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Relationship Between Academic Staff’s Perceptions of Organizational Justice and Organizational Citizenship Behaviors

Buluç¹

2015

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“…However, research is mixed as to the impact of the different components of organizational justice and job satisfaction on the three components of organizational commitment. Some authors state that procedural justice is a stronger predictor of affective commitment (Harvey and Haines 2005;Haque, Chowdhury, and Ali 2010;Lambert et al 2005), but others 545680C QXXXX10.1177/1938965514545680Cornell Hospitality QuarterlyLópez-Cabarcos et al Cornell Hospitality Quarterly state that the stronger predictor is distributive justice (ClayWarner, Reynolds, and Roman 2005;Farmer, Beehr, and Love 2003;Schappe 1998). When other components of commitment are considered, researchers have even discarded the relationships between some of the variables (Turgut, Tokmak, and Gucel 2012), and, moreover, the relationship between interactional justice and organizational commitment is controversial.…”

Section: Articlementioning

confidence: 99%

The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry

López‐Cabarcos

Pinho

Vázquez-Rodríguez

2014

Cornell Hospitality Quarterly

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A survey of employees at four- and five-star hotels in the north of Portugal found that employees who feel they are treated fairly may develop higher levels of job satisfaction, and, in turn, higher levels of organizational commitment. A key variable in this context is the influence of employees’ perceptions of workplace fairness. The study tested three forms of organizational justice—distributive justice, interactional justice, and procedural justice—as they influence three types of organizational commitment: affective commitment, continuance commitment, and normative commitment. Of the three types of justice, procedural justice is related to all organizational commitment components, distributive justice is not related to any of them, and interactional justice is not related to affective commitment, and is actually negatively related to normative and continuance commitment. The study also tested the relationship of job satisfaction with the other variables. The results indicate tha job satisfaction significantly influences affective and normative commitment, while distributive justice and interactional justice do in fact influence job satisfaction.

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“…Workers' college education is controlled for the same reasons (Abu-Bader, 2000). Sex (coded 1 if male) and race (coded 1 if non-White) are controlled for given evidence that women and persons of color may be more satisfied than their male or white counterparts with identical employment conditions (Hodson, 1989;Miller, 1980 included to account for potential influences of career length on work preferences and satisfaction, paralleling prior findings for age (Lambert et al, 2005;Schein, 1993). To avoid problems of multicollinearity from age and full-time work experience, a substitute variable was created for experience that represents the proportion of years a respondent has worked fulltime since turning 18 years of age (Bridges & Villemez, 1991).…”

Section: Methodsmentioning

confidence: 99%

“…Age is controlled for given Schein's (1993) assertion that individuals' anchors evolve with age, and evidence that age and job satisfaction are associated (Lambert, Cluse-Tolar, Pasupuleti, Hall, & Jenkins, 2005). Workers' college education is controlled for the same reasons (Abu-Bader, 2000).…”

Section: Methodsmentioning

confidence: 99%

Happy Doing Good? How Workers' Career Orientations and Job Satisfaction Relate in Grassroots Human Services

Haley‐Lock

2008

Journal of Community Practice

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Job satisfaction has long been a focus of human services managers and researchers. Yet recent trends in what workers want from their jobs and careers may challenge the current understanding of this important phenomenon. There is limited understanding, in particular, of human services workers' potentially diverse orientations toward their work and how those preferences relate to job satisfaction. These factors are considered using unique data from a population of domestic violence agencies. Results show that newer human services employees report valuing opportunities for entrepreneurialism at work more than their veteran coworkers, while senior staff state stronger preferences for jobs that facilitate work-life balance. Across all employees, a preference for work seen as advancing a social cause is positively linked to job satisfaction, while a desire for job autonomy is negatively related to satisfaction. Finally, the work-life balance preferences only of newer staff are positively related to their satisfaction.

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The Impact of Distributive and Procedural Justice on Social Service Workers

Cited by 34 publications

References 32 publications

The Relationship Between Academic Staff’s Perceptions of Organizational Justice and Organizational Citizenship Behaviors

The Relationship Between Academic Staff’s Perceptions of Organizational Justice and Organizational Citizenship Behaviors

The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry

Happy Doing Good? How Workers' Career Orientations and Job Satisfaction Relate in Grassroots Human Services

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