Examining the Construct of Organizational Justice: A Meta-Analytic Evaluation of Relations with Work Attitudes and Behaviors

By C. Viswesvaran, Deniz S. Ones. 2002

247 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/001a0c55e19a96d7b21dac178b8595630001ba7e

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Citations in the corpus

Exploring the linkages between formal ownership and psychological ownership for the organization: The mediating role of organizational justice (2008, unknown): “If the resultant ratios are equal, individuals perceive a high level of distributive justice (Viswesvaran & Ones, 2002).”
Linking justice, trust and innovative work behaviour to work engagement (2014, background): “The evolving nature of employment contracts and concurrent changes in work arrangements has foregrounded management discussions of justice (Viswesvaran and Ones, 2002).”
The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis (2021, unknown): “Organizational justice has been linked to several important outcomes, such as job satisfaction and organizational commitment (Viswesvaran & Ones, 2002), positive affect (Colquitt et al., 2013), and employee health (Elovainio et al., 2010), and we expected it to also be highly likely to contribute…”
Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China☆ (2015, methodology): “Based on a meta-analysis, Viswesvaran and Ones (2002) find that the correlation coefficients between procedural justice and distributive justice and job satisfaction are 0.36 and 0.35, respectively.”
Diversity climate impact on employee of color outcomes: does justice matter? (2010, background): “Several studies have reported a robust relationship for procedural justice with organizational commitment (Grubb, 2006; Pate et al., 2003; Viswesvaran and Ones, 2002) and turnover intentions (Flood et al., 2001; Hemdi and Aizzat Mohd, 2008).”
Commitment, Procedural Fairness, and Organizational Citizenship Behavior: A Multifoci Analysis (2009, background): “…have shown employees’ perceptions of organizational justice (distributive, procedural, and interactional) to be positively related to their tendencies to engage in OCB (Cohen-Charash & Spector, 2001; Colquitt, Conlon, Wesson, Porter, & Ng, 2001; LePine et al., 2002; Viswesvaran & Ones, 2002).”
Justice at the millennium, a decade later: a meta-analytic test of social exchange and affect-based perspectives. (2013, methodology): “For their part, the earlier meta-analyses yielded correlations between .03 and .30, depending on the justice dimension and the measurement approach (Cohen-Charash & Spector, 2001, 2002; Colquitt et al., 2001; Skitka et al., 2003; Viswesvaran & Ones, 2002).”
Abusive Supervision: A Meta-Analysis and Empirical Review (2017, background): “…that demonstrate that organizational justice perceptions have important relationships with a host of employees’ personal and work outcomes (Cohen-Charash & Spector, 2001; Colquitt, Conlon, Wesson, Porter, & Ng, 2001; Fassina, Jones, & Uggerslev, 2008; Organ & Ryan, 1995; Viswesvaran & Ones, 2002).”