Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice

Organizational stressors and police performance

“…OCB are those "job-related behaviors which are discretionary, not formally recognized by the organizational reward system, and in the aggregate, promote the effective functioning of the organization" (Moorman, Neihoff and Organ, 1993). Essentially, these are the things employees do above and beyond their job description-going the extra yard-that make for a harmonious and efficient workplace, where attitudes of commitment, trust and altruism predominate.…”

Organizational Justice as an Antecedent of Job Performance

“…Generally, the antecedents of either task performance or contextual performance can be grouped under organizational, job/role, and individual-related categories. Organizational-related predictors comprise of organizational justice (Jin and Shu 2004;Konovsky and Pugh 1994;Konovsky and Organ 1996;Niehoff and Moorman 1993), organizational commitment (Chen and Francesco 2003;MacKenzie et al 1998;Moorman et al 1993), leadership (Netemeyer et al 1997;Podsakoff et al 1996), perceived organizational support (Farh et al 1990;Kaufman et al 2001), and trust (Aryee et al 2002;Konovsky and Pugh 1994). Job/rolerelated factors include job satisfaction (Bateman and Organ 1983;MacKenzie et al 1998;Moorman 1993), job scope (Farh et al 1990;Morgeson et al 2005), job characteristics and burnout (Bakker et al 2004), and role stressors (Fried et al 1998;MacKenzie et al 1998).…”

Justicia organizacional, engagement en el trabajo y comportamientos de ciudadanía organizacional: Una combinación ganadora

“…13 No. 3 j U l i o -se P t i e m B r e 2014 963 & Organ, 1990;Konovsky & Organ, 1996;Moorman, 1991;Moorman, Niehoff & Organ, 1993;. Sin embargo, aún hay preguntas relacionadas a los mecanismos psicológi-cos que expliquen la relación entre la justicia organizacional y los CCO.…”