Thinking Critically about Justice Judgments

By E. Lind. 2001

153 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/776c2658e54d9eb14d8e316cdf91856e5eb2ce5c

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. J. Colquitt
2. Laurie J. Barclay
3. David de Cremer
4. T. Judge
5. Tina Kiefer
6. Tom Tyler
7. Maureen L. Ambrose
8. Marshall Schminke

In Organizational Behavior and Human Resource Management

1. Russell S. Cropanzano
2. Laurie J. Barclay
3. David de Cremer
4. J. Colquitt
5. David B. Whiteside
6. Christian Vandenberghe
7. Marshall Schminke
8. Maureen L. Ambrose

Citations in the corpus

• Organizational justice and stress: the mediating role of work-family conflict. (2004, background): “This perspective provides another explanation for organizational justice effects, complementing attitudinal mediators such as social exchange perceptions, status and esteem, and trust as well as legitimacy (Cropanzano, Rupp, Mohler, & Schminke, 2001; Lind, 2001; Tyler & Blader, 2000).”
• Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction (2012, unknown): “Fairness Heuristic Theory (Lind, 2001) states the primacy given to individual circumstances over those of others in a process of self-serving bias, meaning that events are remembered for the enhancement of self-image.”
• Approach or Avoid? Exploring Overall Justice and the Differential Effects of Positive and Negative Emotions (2014, background): “…have argued that the specific justice dimensions should each contribute to overall justice (e.g., Ambrose & Schminke, Barclay, Kiefer / Overall Justice and Emotions 1861 2009; Colquitt & Shaw, 2005; Lind, 2001a), few studies have examined the influence of these dimensions on overall justice.”
• Organizational Justice and Behavioral Ethics: Promises and Prospects (2009, background): ““Control” does not necessarily imply “economic interests” (Lind, 2001), but the two ideas are related (Cropanzano, Rup et al., 2001).”
• Echoes of Silence: Employee Silence as a Mediator Between Overall Justice and Employee Outcomes (2012, background): “Furthermore, overall justice can reflect an event- or entity-based approach (e.g., Ambrose and Schminke 2009; Lind 2001a). decrease quiescent silence for two reasons.”
• Am I Respected or Not?: Inclusion and Reputation as Issues in Group Membership (2005, background): “In other words, the key assumption of these relational models of justice “focuses on messages of inclusion” (Lind, 2001, p. 224).”
• When Do Employees Cyberloaf? An Interactionist Perspective Examining Personality, Justice, and Empowerment (2016, background): “Even though individuals are able to distinguish the sources of justice experiences, they make holistic judgments when forming impressions of unfairness (Ambrose & Schminke, 2009; Lind, 2001).”
• The role of overall justice judgments in organizational justice research: a test of mediation. (2009, background): “Finally, Lind (2001a) has suggested that the relationship between specific types of justice and overall justice may vary as a function of the salience and relevance of the specific justice type.”