The Interactive Effects of Centralization on the Relationship Between Justice and Satisfaction

Andrews, Martha C.; Baker, Thomas L.; Hunt, Tammy G.

doi:10.1177/1548051808320984

Cited by 11 publications

(11 citation statements)

References 40 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Consistently, a number of contemporary studies have demonstrated that less decision making authority at the frontline is positively related to firm performance (Andrews et al, 2008;Chang and Harrington, 2000;Richardson et al, 2002). Similarly, organizational stability and operational efficiency with formalized rules and procedure has also been demonstrated as important for firm growth (Caruana et al, 1998;Quinn and Cameron, 1983;Sine et al, 2006).…”

Section: Structure and Effectivenessmentioning

confidence: 87%

The moderating effects of customer driven complexity on the structure and growth relationship in young firms

Chowdhury

2011

Journal of Business Venturing

View full text Add to dashboard Cite

Section: Structure and Effectivenessmentioning

confidence: 87%

The moderating effects of customer driven complexity on the structure and growth relationship in young firms

Chowdhury

2011

Journal of Business Venturing

View full text Add to dashboard Cite

“…Tais dados mostram-se congruentes com os diversos estudos anteriores que também têm demonstrado que as percepções de justiça processual (Andrews et al, 2008;Clay-Warner et al, 2005;Fields et al, 2000;Harvey & Haines III, 2005;Lawson et al, 2009;Suliman, 2007), assim como as percepções de justiça interpessoal (Lawson et al, 2009) e de justiça distributiva (Andrews et al, 2008;Clay-Warner et al, 2005;Fields et al, 2000;Harvey & Haines III, 2005;Lawson et al, 2009;Suliman, 2007) caracterizam-se como preditoras positivas da satisfação no trabalho. Por outro lado, eles divergem das pesquisas (Lawson et al, 2009) que têm demonstrado o papel preditor positivo desempenhado pelas percepções de justiça informacional na satisfação no trabalho.…”

Section: Discussionunclassified

“…Os estudos sobre as percepções de justiça organizacional e a satisfação no trabalho têm evidenciado que as percepções de justiça distributiva associam-se positivamente à satisfação no trabalho (Andrews, Baker, & Hunt, 2008;Clay-Warner, Reynolds, & Roman, 2005;Fields, Pang, & Chiu, 2000;Harvey & Haines III, 2005;Lawson, Noblet, & Rodwell, 2009;Suliman, 2007), o mesmo ocorrendo com as percepções de justiça processual (Andrews et al, 2008;Clay-Warner et al, 2005;Fields et al, 2000;Harvey & Haines III, 2005;Lawson et al, 2009;Suliman, 2007), de justiça interacional (Andrews et al, 2008;Suliman, 2007), de justiça interpessoal (Lawson et al, 2009) e de justiça informacional (Lawson et al, 2009). Contudo, quando se comparam as percepções de justiça distributiva e de justiça processual, esta última tem se mostrado melhor preditora do bem-estar no trabalho (Gilliland & Chan, 2001).…”

Section: Justiça Organizacional E Bem-estar Laboralunclassified

O impacto da justiça organizacional sobre o bem-estar laboral: um estudo com trabalhadores do varejo

Masagão¹,

Ferreira²

2015

Rev. Psicol., Organ. Trab

View full text Add to dashboard Cite

O presente estudo teve como objetivo geral investigar o valor preditivo das percepções de justiça organizacional (distributiva, processual, informacional e interpessoal) sobre o bem-estar laboral, expresso por meio da satisfação no trabalho e dos afetos positivos dirigidos a ele. A amostra foi composta por 454 profissionais da área do comércio varejista de Niterói, São Gonçalo e Rio de Janeiro, que responderam a uma escala de satisfação no trabalho, a uma escala de afetos positivos dirigidos ao trabalho e uma escala de percepção de justiça organizacional. Os dados obtidos evidenciaram que: (1) as percepções de justiça processual, interpessoal e distributiva predizem positivamente a satisfação no trabalho; (2) as percepções de justiça distributiva, processual, informacional e interpessoal predizem positivamente os afetos positivos dirigidos ao trabalho; (3) entre as percepções de justiça organizacional, as percepções de justiça processual são as que melhor predizem a satisfação no trabalho; (4) quanto maior a idade, maior a satisfação no trabalho. Tais resultados são discutidos à luz dos modelos teóricos e estudos empíricos que deram suporte à pesquisa. Palavras-chave: justiça organizacional; satisfação no trabalho; afetos positivos dirigidos ao trabalho; comércio varejista.The intent of this study was to investigate the predictive value of organizational justice perceptions (distributive, procedural, informational, and interpersonal) on worker well-being, expressed by job satisfaction and by positive affects toward work. The sample was composed of 454 retail area professionals from Niterói, São Gonçalo, and Rio de Janeiro. They responded to a scale of job satisfaction, a scale of positive affects toward work, and a scale of organizational justice perceptions. The results showed that: (1) the perceptions of procedural, interpersonal, and distributive justice were positive predictors of job satisfaction; (2) the perceptions of distributive, procedural, informational and interpersonal justice were positive predictors of positive affects toward work; (3) amongst the four organizational justice perceptions, procedural justice perceptions were the best predictor of job satisfaction; (4) the higher the age, the greater the job satisfaction. Such results are discussed from the perspective of the theoretical models and empirical studies supporting the research.

show abstract

“…A body of literature concerning justice indicates that interactional justice has critical influence on employees' attitudes (Ambrose et al , 2007). Typical workplace attitudes examined are organizational commitment, job satisfaction, and trust (Ambrose et al , 2007; Andrews et al , 2008; Molleman, 2009; Stumpp et al , 2009). Studies examining the effects of interactional justice on attitudes show positive relationships between interactional justice and trust in management and between interactional justice and the attitude toward a supervisor's decision (Ambrose and Schminke, 2003; Bies and Shapiro, 1987).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Suggestion systems in organizations: what motivates employees to submit suggestions?

Buech

Michel

Sonntag

2010

European Journal of Innovation Management

View full text Add to dashboard Cite

PurposeSuggestion systems offer the opportunity for organizations to benefit directly from their employees' innovativeness. The purpose of this paper is to investigate processes underlying employees' involvement with suggestion systems. It examines the relationship between interactional justice of the suggestion system, valence of the suggestion system (VSS), employees' wellbeing, and their motivation to submit suggestions.Design/methodology/approachData were collected in a German manufacturing company. In total, 142 questionnaires were completed (response rate: 71 percent). The paper applies the bootstrapping method in order to test the hypothesized relationships.FindingsResults support the hypothesized moderated mediation model, in that VSS mediated the positive relationship between interactional justice and motivation to submit suggestions when wellbeing was high or moderate, but not when wellbeing was low.Research limitations/implicationsThe results reflect only subjective appraisals. However, the studied variables are ultimately based on what employees perceive. Nonetheless, future research should generate and include more objective measures.Practical implicationsThe paper provides evidence, first, that companies should consider the important role of employees' wellbeing in the innovation context and try to enhance it. Second, the interactional justice and the VSS contribute to employees' motivation to submit suggestions and should be strengthened.Originality/valueWhile the existing literature mostly focuses on innovative behaviour in general, this paper analyzes employees' motivation to submit suggestions.

show abstract

The Interactive Effects of Centralization on the Relationship Between Justice and Satisfaction

Cited by 11 publications

References 40 publications

The moderating effects of customer driven complexity on the structure and growth relationship in young firms

The moderating effects of customer driven complexity on the structure and growth relationship in young firms

O impacto da justiça organizacional sobre o bem-estar laboral: um estudo com trabalhadores do varejo

Suggestion systems in organizations: what motivates employees to submit suggestions?

Contact Info

Product

Resources

About