Moderating effects of job insecurity in the relationships between procedural justice and employee well-being: Gender differences

By J. Kausto, A. Elo, Jukka Lipponen, Marko Elovainio. 2005

119 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2e98e1e666655c23cc1f6724cfb3139b9d359357

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Making Sense of Life: The Existential Self Trying to Deal with Personal Uncertainty (2009, background): “Other fairness studies have found similar effects not just for the salience of personal uncertainty but also for real experienced personal uncertainty ( Maas & Van den Bos, 2009a ) and for stable differences in uncertainty orientation ( Hofstede, 2001 ) in the context of important real-world situati”
Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages (2017, background): “Additionally, other cross-sectional and longitudinal studies have showed positive and significant relationships between JI and EE (De Cuyper et al., 2010; Kausto et al., 2005; De Cuyper et al., 2012; Kinnunen et al., 1999).”
Organizational justice and extrarole customer service: The mediating role of well-being at work (2008, background): “Unfair situations can indicate exploitation, lack of control, or social exclusion, thus increasing stress (Judge & Colquitt, 2004 ) and burnout reactions (Kausto, Elo, Lipponen, & Elovainio, 2005 ).”
The mediating role of frustration of psychological needs in the relationship between job insecurity and work related well–being (2012, unknown): “De Cuyper, De Witte, Vander Elst, & Handaja, 2010 ; Kausto, Elo, Lipponen, & Elovainio, 2005 ) and lower levels of vigour (e.”
Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China☆ (2015, background): “Individuals with low EI magnify job insecurity factors and thus have a sense of insecurity; likewise, low perception of organizational justice leads individuals to distrust the organization, weakens the psychological contract between employees and the organization, and increases employees’ job insec”