Culture and Procedural Fairness: When the Effects of What You Do Depend on How You Do it

236 citations recorded by the source corpus.

How researchers see this paper

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

Culture's Impact on the Importance of Fairness in Interorganizational Relationships (2013, unknown): “In support of this, Brockner et al. (2000) find that PF has a greater impact among those with a more interdependent (feminine) self-construal.”
Emotional intelligence and counterpart mood induction in a negotiation (2006, methodology): “Participants engaged in a two-party, multi-issue negotiation simulation that has been used in previous research (Bontempo, 1994; Brockner et al., 2000).”
A quarter century of Culture's Consequences: a review of empirical research incorporating Hofstede's cultural values framework (2006, background): “…1991; Brett and Okumura, 1998; Morris et al., 1998; Gibson, 1999; Tafarodi et al., 1999; Gomez et al., 2000; Kirkman and Shapiro, 2001a; Tinsley, 2001; Tinsley and Brett, 2001) and Type II studies (e.g., Y. Chen et al., 1998a, b; Earley, 1989, 1994; Brockner et al., 2000, 2001; Lam et al., 2002a).”
Procedural and distributive justice effects moderated by organizational identification (2005, background): “Based on initial evidence provided by Brockner et al. (2000) and Kwong and Leung (2002), we proposed that the interaction between procedural and distributive justice is most likely to be observed when employees show a strong sense of affiliation with their organization.”