Justice at the millennium: a meta-analytic review of 25 years of organizational justice research.

By J. Colquitt, Donald E. Conlon, Michael J. Wesson, Christopher O. L. H. Porter, K. Ng. Journal of Applied Psychology, 2001

6,054 citations recorded by the source corpus.

Subfields: Applied Psychology, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1c26a95b13c69234a7f6426add92df5c53e035ea

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Citations in the corpus

On the dimensionality of organizational justice: a construct validation of a measure. (2001, background): “First, a recent meta-analysis of the organizational justice literature showed that indirect measures were more strongly correlated with outcomes than direct measures (Colquitt, Conlon, Wesson, Porter, & Ng, 2001).”
Employee Justice Across Cultures (2013, background): “, 2011)—the dimensions of justice are certainly of great historic importance and have shown predictive validity for more generalized outcomes (Colquitt et al., 2001).”
Applying Uncertainty Management Theory To Employee Voice Behavior: An Integrative Investigation (2012, background): “When employees perceive that the organizational authorities treat them with respect and dignity in daily encounters, they are more likely to speak up because their perception of interpersonal justice conveys cues to them that the authorities consider their needs (Colquitt et al., 2001) and are willi”
A Study of Relationship between Organizational Justice and Job Satisfaction (2010, background): “These two subcategories of informational and interpersonal justice overlap considerably; however, research suggests that they should be considered separately, as each has differential effects on justice perceptions (Colquitt, 2001; Colquitt et al., 2001).”
Justice and personality: Using integrative theories to derive moderators of justice effects ☆ (2006, background): “The task performance eVects are notable, as the interactions help to clarify the inconsistent results in past studies of justice and performance (Cohen-Charash & Spector, 2001; Colquitt et al., 2001).”
The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment (2014, background): “The findings of the present study also provide strong support for previous works which found that promotion decisions are closely associated with the employee perceptions of distributive and procedural justice (Mount 1983; Greenberg 1986; Colquitt et al. 2001; Nurse 2005; Tekleab et al. 2005; Jawaha”
Job characteristics, work attitudes and behaviors in a non‐western context (2009, background): “…empirical studies have found autonomy to be significantly related to commitment (Agarwal and Ramaswami, 1993; Hunt et al., 1985; Losocco, 1989; Rabinowitz et al., 1977), performance (Hackman and Oldham, 1975); and job satisfaction (Becherer et al., 1982; Katz and Kahn, 1978; Kulik et al., 1988).”
Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals (2010, background): “Later, it was proposed that interactional justice has two subcategories, namely informational justice and interpersonal justice, and these subcategories should be considered separately (Colquitt, 2001; Colquitt et al., 2001).”