The Effects of Procedural Justice Climate on Work Group Performance
By Stefanie E. Naumann, N. Bennett. 2002
122 citations recorded by the source corpus.
Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/48c66375368d598d419e31a038ede29fe8cfef4c
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Management Science and Operations Research
- M. Maynard
- Tammy L. Rapp
- Lucy L. Gilson
- Terry R. Halfhill
- Xiao-ping Chen
- John E. Mathieu
- Daniel G. Bachrach
- Andrew Li
In Organizational Behavior and Human Resource Management
- Lucy L. Gilson
- M. Maynard
- Andrew Li
- Tammy L. Rapp
- Russell S. Cropanzano
- Tjai M. Nielsen
- John E. Mathieu
- Feng‐Chuan Liu
In Social Psychology
- John E. Mathieu
- M. Maynard
- Lucy L. Gilson
- Tammy L. Rapp
- Russell S. Cropanzano
- Andrew Li
- Terry R. Halfhill
- Haiyang Liu
Citations in the corpus
- Utility of OCB (2012, background): “In bank branches (Naumann & Bennett, 2002), like the insurance sales groups studied by Podsakoff and MacKenzie (1994), members may operate independently, and thus OCBs may detract from or impede group performance because they necessarily limit the amount of time and possibly expertise that members…”
- Fairness at the Group Level: Justice Climate and Intraunit Justice Climate (2009, background): “As we shall illustrate later, procedural justice has had by far the most influence on justice climate research (e.g., Mossholder, Bennett, & Martin, 1998; Naumann & Bennett, 2000, 2002).”
- A Cross-level Analysis of Organizational Creativity Climate and Perceived Innovation: The Mediating Effect of Work Motivation (2012, background): “, 1998; Tsai and Wu, 2001), procedural justice climate (Naumann and Bennett, 2002) and organizational climate that are characterized by fairness, innovativeness and affiliation (Bock et al.”
- Organizational Citizenship Behavior and Performance (2009, background): “And average effect sizes have varied across samples, ranging from r = −.36 in bank branches (Naumann & Bennett, 2002) to r = .44 in military units (Ehrhart et al., 2006).”
- Consequences of unit-level organizational citizenship behaviors: A review and recommendations for future research (2014, unknown): “…innovation (Yoon, 2009) Financial measures Profitability (Chuang& Liao, 2010; Fisher, McPhail, &Menghetti, 2010; Koys, 2001; MacKenzie et al., 2011b; Naumann & Bennett, 2002; Raver & Gelfand, 2005; Rego & Cunha, 2008) Sales and/or revenue (Ahearne, MacKenzie, Podsakoff, Mathieu, & Lam, 2010;…”
- Team Effectiveness 1997-2007: A Review of Recent Advancements and a Glimpse Into the Future (2008, background): “The impetus for considering the role of climate at the team-level is that members’ understanding of a situation has been shown to affect their attitudes and behaviors (e.g., Naumann & Bennett, 2002).”
- We have emotions but can’t show them! Authoritarian leadership, emotion suppression climate, and team performance (2020, background): “The existing literature on team climate examines how leaders influence climate, often focusing on the cognitive or behavioral nature of climate such as justice climate or service climate (Colquitt et al., 2002; Liao and Chuang, 2004, 2007; Naumann and Bennett, 2002).”
- Dispersion-Composition Models in Multilevel Research (2011, unknown): “…on September 14, 2011orm.sagepub.comDownloaded from referent-shift models may oversimplify group-level phenomena and result in biased (i.e., understated) estimates and equivocal findings (e.g., Colquitt, Noe, & Jackson, 2002; Dineen, Noe, Shaw, Duffy, & Wiethoff, 2007; Naumann & Bennett, 2002).”