The Role of Procedural Justice in Public Personnel Management: Empirical Results from the Department of Defense
By Ellen V. Rubin. 2007
136 citations recorded by the source corpus.
Subfields: Economics and Econometrics, Organizational Behavior and Human Resource Management, Public Administration
View Paper: https://www.semanticscholar.org/paper/3b2bb646fe4841b1830ced0af4b6ba8d023bfc4b
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In Economics and Econometrics
In Organizational Behavior and Human Resource Management
In Public Administration
Citations in the corpus
- Red Tape, Resigned Satisfaction, Public Service Motivation, and Negative Employee Attitudes and Behaviors (2015, unknown): “High procedural fairness leads to more positive employee attitudes and behaviors (Choi, 2011; Choi & Rainey, 2013; Colquitt, Conlon, Wesson, Porter, & Ng, 2001; Quratulain, Khan, & Peretti, 2012) while unfairness perceptions have robust relationship with turnover intention, stress, and withdrawal be”
- Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations (2017, background): “In the public administration and management literature, a large body of research has focused on various factors relating to job satisfaction, such as the satisfaction with pay (Jung, 2010; Jung 2014; Pitts, Marvel, and Fernandez 2011; Whitford and Lee 2015), promotion opportunities, benefits, and tr”
- Organizational Justice and Employee Work Attitudes: The Federal Case (2011, background): “…empirical studies have shown that organizational justice is significantly related to the key factors of employees’ work-related attitudes such as trust in management and supervisor, intention to leave, and job satisfaction (e.g., Cohen-Charash & Spector, 2001; Colquitt et al., 2001; Rubin, 2009).”