The effects of procedural fairness and interpersonal trust on job tension in budgeting

By C. Lau, Sharon L. C. Tan. 2006

133 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/4d3b96c2511460b3338f178a3b933879dfd31ca1

How researchers see this paper

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

In Management Information Systems

1. David Naranjo-Gil
2. P. Perego
3. F. Hartmann
4. M. Hiebl
5. V. Maas
6. Robert H. Chenhall
7. Frank Moers

In Organizational Behavior and Human Resource Management

1. David Naranjo-Gil
2. Philipp Daniel Romeike
3. P. Perego
4. F. Hartmann
5. Rosalind Searle
6. Ann-Marie Nienaber
7. Gerhard Schewe

In Safety Research

1. David Naranjo-Gil
2. P. Perego
3. F. Hartmann
4. F. Verbeeten
5. R. Speklé

Citations in the corpus

• The Effects of Leadership Styles and Use of Performance Measures on Managerial Work-Related Attitudes (2010, background): “Recent management accounting studies (e.g. Lindquist, 1995; Libby, 1999; Wentzel, 2002; Lau and Tan, 2006; Lau and Moser, 2008; Lau et al., 2008) have paid increased attention to procedural fairness and have found this form of fairness to be important in explaining the relationships between…”
• A qualitative meta-analysis of trust in supervisor-subordinate relationships (2015, background): “The same holds true for job tensions (Lau and Tan, 2006).”
• Goal-setting participation and goal commitment: Examining the mediating roles of procedural fairness and interpersonal trust in a UK financial services organisation (2011, unknown): “It is therefore appropriate to use his instrument, consistent with previous studies in management accounting research (e.g. Hopwood, 1972; Otley, 1978; Ross, 1994; Lau and Buckland, 2001; Lau and Sholihin, 2005; Lau and Tan, 2006).”