Forming and reacting to overall fairness: A cross-cultural comparison

By Tae-Yeol Kim, K. Leung. 2007

312 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2e0a6eb710972daf5adec88c6cd6b524ea8c8770

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Perceived human resource management practices and intention to leave of employees: the mediating role of organizational citizenship behaviour in a Sino-Japanese joint venture (2009, background): “Echoing this point of view, Kim and Leung ( 2007 ) state that if managers treat subordinates from different East Asian backgrounds in the same manner, it is very likely that this will reduce managers' effective ability to manage their subordinates.”
Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “Research indicates that because of materialism, Chinese and Koreans, compared to Westerners, should hold a greater propensity to appraise outcome-related information and have a stronger sensitivity to unfairness in distributing materialistic outcomes (Abramson & Inglehart, 1995; Kim & Leung, 2007).”
Examining the impact of Culture's consequences: a three-decade, multilevel, meta-analytic review of Hofstede's cultural value dimensions. (2010, methodology): “In addition, Earley and Erez’s (1997) individual-level power distance measure has been used with good reliability in a variety of cross-cultural studies (Brockner et al., 2001; Earley, 1999; T. Kim & Leung, 2007).”
Corporate social responsibility and employee engagement: The moderating role of CSR‐specific relative autonomy and individualism (2018, background): “…as country‐level constructs (Hofstede & Hofstede, 2005), decades of research within cross‐cultural psychology and organizational behavior have demonstrated individual‐level variance on these dimensions (Brockner et al., 2001; Farh, Hackett, & Liang, 2007; Kim & Leung, 2007; Leung & Bond, 1989).”
Is Consistently Unfair Better than Sporadically Fair? An Investigation of Justice Variability and Stress (2017, background): “…mechanism by which justice dimensions influence important justice-related outcomes (Colquitt & Rodell, 2015; see also Ambrose & Schminke, 2009; Kim & Leung, 2007); and (c) large-scale differences across the different dimensions are atypical because they have strong positive correlations…”
Accounting for the influence of overall justice on job performance: : integrating self-determination and social exchange theories (2014, background): “…of the fairness of an entity stemming from one’s experiences as well as those of others (Ambrose and Arnaud, 2005; Ambrose and Schminke, 2009; Barclay and Kiefer, 2012; Beugre and Baron, 2001; Choi, 2008; Hollensbe et al., 2008; Holtz and Harold, 2009; Jones and Martens, 2009; Kim and Leung, 2007).”