Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions

By Sylvia G. Roch, L. Shanock. 2006

288 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/4f01360df13c917450d3bea621ed00ffde30d8b8

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In Management Information Systems

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The Effects of Performance Rating, Leader–Member Exchange, Perceived Utility, and Organizational Justice on Performance Appraisal Satisfaction: Applying a Moral Judgment Perspective (2014, background): “Some have argued that conceptual confusion exists about the differences between interactional and interpersonal justice and how these constructs should be defined (Roch and Shanock 2006).”
Organizational Justice and Behavioral Ethics: Promises and Prospects (2009, background): “Bies suggests that interactional injustice can possess at least four aspects—meanspirited evaluative judgments, dishonesty, violations of privacy, and lack of respect (see also, Roch & Shanock, 2006).”
Exploring the linkages between formal ownership and psychological ownership for the organization: The mediating role of organizational justice (2008, unknown): “…distributive justice represent those satisﬁed by their Exploring the linkages between formal ownership and psychological ownership 697 economic exchanges with the organization, which may result in more positive attitudes towards the organization (Cropanzano & Ambrose, 2001; Roch & Shanock, 2006).”
Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “…have turned their attention away from a focus on the fairness of reward allocations to interpersonal treatment on work procedures (for example, Colquitt, 2001; Roch & Shanock, 2006) because an individual’s feelings about organizational fairness may not be fully explained by distributive justice.”
Relationship Clean-Up Time: Using Meta-Analysis and Path Analysis to Clarify Relationships Among Job Satisfaction, Perceived Fairness, and Citizenship Behaviors † (2008, background): “Although the informational and interpersonal components of interactional justice have been shown to be distinct (Colquitt, 2001), given their relation to each other, some researchers continue to combine both elements into a single measure (see Roch & Shanock, 2006).”
Organizational Citizenship and Organizational Justice in Turkish Primary Schools. (2009, background): “Although there are various justice typologies in the literature, a theoretical framework to include all types of justice has not yet been suggested ( Roch and Shanock, 2006”
Employee justice perceptions and coworker relationships (2008, background): “More recent studies have upheld the relationship between distributive justice and pay satisfaction ( Roch and Shanock, 2006”
12 Structural Equation Modeling in Management Research: A Guide for Improved Analysis (2009, background): “…and market/customer orientation (Hult, Snow, & Kandemir, 2003), as well as research on dimensions of organizational justice, leader–member exchange, perceived organizational support, pay satisfaction, job control, and job strain (Roch & Shanock, 2006; Elovainio, Kivimäki, & Helkama, 2001).”
Leadership and fairness: The state of the art (2006, background): “Roch and Shanock (2006) show that leader interactional fairness predicts LMX, and Stinglhamber, De Cremer, and Mercken (2006) find that leader interactional fairness predicts trust in the leader through perceived supervisor support (i.e., LMX).”
The role of overall justice judgments in organizational justice research: a test of mediation. (2009, background): “…7 studies (Bell, Wiechmann, & Ryan, 2006; Humphreys, Ellis, Conlon, & Tinsley, 2004; Judge & Colquitt, 2004; Kernan & Hanges, 2002; Liao & Rupp, 2005; Roch & Shanock, 2006; Scott et al., 2007) distinguished between interpersonal justice and informational justice and included both in their study.”
Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange (2014, background): “…with past research (Biron, 2010; Cohen-Charash, & Spector, 2001; Colquitt et al., 2001; Harris et al., 2007; Mayer et al., 2010; Peterson, 2002; Roch & Shanock, 2006; Vardi, 2001), the results of the two studies pointed to negative relationships between perceived organizational justice and…”
Justice perceptions of performance appraisal practices (2010, methodology): “Where previous studies (e.g. Colquitt, 2001; Roch and Shanock, 2006) have developed items to measure the justice constructs directly, this study developed scales that measure specific performance appraisal practices and then mapped them to the justice framework.”
The role of justice and social exchange relationships in workplace deviance: Test of a mediated model (2010, background): “First, it has been argued that distributive justice reflects more of an economic than a social judgment of fairness that promotes the value of work contributions and outcomes (Cropanzano et al., 2001; Konovsky and Pugh, 1994; Pillai et al., 1999; Roch and Shanock, 2006).”