Shared and Configural Justice: A Social Network Model of Justice in Teams

By Quinetta Roberson, J. Colquitt. 2005

229 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/60b416d4d0ffebd8cfa30573ca7698051b5ebb38

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Citations in the corpus

When Employees Are Out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit-Level Voluntary Turnover (2012, background): “As an example, the extent to which a leader develops differentiated exchange relationships with subordinates has been conceptualized as exerting negative influence on subordinates’ forming collective perceptions of organizational phenomena in the workplace (Roberson & Colquitt, 2005).”
Assembling Fragments Into a Lens: A Review, Critique, and Proposed Research Agenda for the Organizational Work Climate Literature (2009, background): “More recently, Roberson and Colquitt (2005) have theorized about the relationship between climate formation and networks theory.”
The Virtuous Influence of Ethical Leadership Behavior: Evidence from the Field (2009, background): “The process by which perceptions and attitudes are communicated from one person to another and, ultimately, converge, and are maintained by social relationships of those in close proximity has been described as social contagion (Brass et al., 1998; Burt, 1987; Roberson and Colquitt, 2005).”
What Is Wrong With Treating Followers Differently? The Basis of Leader–Member Exchange Differentiation Matters (2018, background): “At the group level, Roberson and Colquitt (2005) proposed that group justice climate would have significant and positive effects on group attitudes, processes, and behaviors, such as strengthening group cohesion, eliminating relationship conflict, and increasing members’ proactive behaviors.”
Fairness at the Group Level: Justice Climate and Intraunit Justice Climate (2009, methodology): “For this reason, justice climate researchers generally go beyond the additive model, establishing within-unit agreement before doing further tests of their predictions (e.g., Ehrhart, 2004; Roberson & Colquitt, 2005).”
The Effects of Critical Team Member Assertiveness on Team Performance and Satisfaction (2006, background): “…as networks, whose members are embedded within a system of interconnected relationships that provide opportunities and constrain patterns of behavior (e.g., Klein, Lim, Saltz, and Mayer, 2004; Reagans, Zuckerman, & McEvily, 2004; Roberson & Colquitt, 2005; Sparrowe, Liden, Wayne, & Kraimer, 2001).”
Just Feelings? The Role of Affect in the Formation of Organizational Fairness Judgments (2011, background): “For instance, the links between affect, workplace events, and judgments suggest that the affective tone or climate of a workgroup or organization is inherently linked to other shared perceptions such as group justice (Roberson & Colquitt, 2005) as well as to group behavior.”
A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: testing a moderated-mediated model (2013, background): “Of particular interest in the present study is the procedural justice climate (Roberson & Colquitt, 2005), i.e., a shared group-level cognition group members.”
Performance Appraisal Procedural Justice: The Role of a Manager’s Implicit Person Theory (2011, background): “…or diminish the shortcomings, and thus negative impact, of any procedural injustice within organizational policies and procedures (Naumann & Bennett, 2000; Roberson & Colquitt, 2005); as Colquitt (2006) observed, “A good leader can bolster a bad policy, (while) a bad leader can harm a good policy.””
The precursors and products of justice climates: Group leader antecedents and employee attitudinal consequences. (2007, unknown): “Justice climate refers to a shared group-level cognition regarding the extent to which group members are treated fairly, and is typically operationalized as aggregate perceptions of justice across group members (Roberson & Colquitt, 2005).”