Who Cares about Justice? The Moderating Effect of Values on the Link between Organisational Justice and Work Behaviour

By Ronald Fischer, Peter B. Smith. 2006

152 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/36e782cc56be6f38782bdb62b7fcad9f8582c9b7

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. P. M. Bal
2. Annet de Lange
3. Paul G. W. Jansen
4. Ying Liu
5. Michele J. Gelfand
6. G. Brooks
7. P. Gollan
8. Dobie Houson

In Social Psychology

1. Michele J. Gelfand
2. Miriam Erez
3. Ying Liu
4. G. Brooks
5. P. Gollan
6. Z. Aycan
7. Dobie Houson
8. Paul G. W. Jansen

In Sociology and Political Science

1. Paul G. W. Jansen
2. P. M. Bal
3. Dobie Houson
4. G. Brooks
5. A. Cohen
6. David Witt
7. Mandy E. G. van der Velde
8. J. Diehl

Citations in the corpus

• Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “It also complements existing cross-cultural studies which address social exchange-based relationships between justice and outcomes, but lack a focus on mediating effects (e.g. Fischer, 2013; Fischer & Smith, 2006; Kim, Weber, Leung, & Muramoto, 2010; Schilpzand et al., 2013; Shao et al., 2013).”
• Values, commitment, and OCB among Chinese employees (2010, background): “Fischer and Smith (2006) highlight the importance of such an examination, arguing that employees from different socio-cultural backgrounds bring different career aspirations and value systems to their work.”
• Beyond Engagement:Toward a Framework and Operational Definition for Employee Work Passion (2009, background): “…citizenship, discretionary effort, and a long-term commitment to stay with an organization (Colquitt, Conlon, Wesson, Porter, & Yee-ng, 2001; Fischer & Smith, 2006; george, 1991; Joo & McLean, 2006; Koys, 2001; LePine, erez, & Johnson, 2002; Thomas & Robinson, 2007). as the diagram would…”
• Age and Trust as Moderators in the Relation between Procedural Justice and Turnover: A Large-Scale Longitudinal Study (2011, background): “Age as a Moderator in the Relation between Procedural Justice and Turnover Previous research has shown that the relations between procedural justice and outcomes are moderated by individual differences (Fischer & Smith, 2006).”
• A Conservation of Resources Perspective on Negative Affect and Innovative Work Behaviour: the Role of Affect Activation and Mindfulness (2016, unknown): “In order to rule out this possibility, and consistent with prior research controlling for between-country variations in work behaviour (e.g. Fischer and Smith 2006), we merged sample 1 and sample 2, included country at the first step of the regression analysis and added three additional two-way…”
• Cross-cultural organizational behavior. (2007, background): “Lam et al. (2002b) found that the influence of PJ (as well as DJ) on satisfaction, performance, and absenteeism was stronger for individuals who endorsed low, rather than high, PD values (see also Farh et al. 1997, Fischer & Smith 2006, Lee et al. 2000).”
• Organizational Citizenship and Organizational Justice in Turkish Primary Schools. (2009, background): “In a meta-analysis, it was found out that procedural justice was crucial in many work-related variables ( Fischer and Smith, 2006”