Justice and personality: Using integrative theories to derive moderators of justice effects ☆

By J. Colquitt, Brent A. Scott, T. Judge, John C. Shaw. 2006

471 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Safety Research, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/82286f777c859285ced18c2c0672a3856cefbef3

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In Organizational Behavior and Human Resource Management

In Safety Research

In Sociology and Political Science

Citations in the corpus

Age and Trust as Moderators in the Relation between Procedural Justice and Turnover: A Large-Scale Longitudinal Study (2011, methodology): “Building on previous research on moderators of the relationships between procedural justice and outcomes (Aquino et al., 1997; Colquitt et al., 2006), we introduced boundary conditions to the relation between procedural justice and turnover, and we expected age and trust can influence these…”
Justice, Fairness, and Employee Reactions (2015, background): “Some support for deonance theory’s propositions comes from experimental research showing that individuals who are high on trait morality responded more positively to justice (Colquitt et al. 2006).”
The role of justice and social exchange relationships in workplace deviance: Test of a mediated model (2010, background): “Accordingly, unfair treatment has been reported to result in a variety of behaviors that fall within the range of workplace deviance such as sabotage (Ambrose et al., 2002), theft (Colquitt et al., 2006; Greenberg, 1990, 1993a), and retaliation (Barclay et al., 2005; Skarlicki and Folger, 1997).”
Organizational Justice and Employee Work Attitudes: The Federal Case (2011, background): “Given the important role of justice in organizational management, it is not surprising that social scientists have maintained that organizational justice should be the “first virtue of social institutions” (Colquitt et al., 2006; Greenberg, 1982, 1990; Lind, 2001; Rawls, 1971; Tyler & Lind, 1992; Va”
Organizational justice: New insights from behavioural ethics (2013, methodology): “Evidence supports the multiple needs model (e.g. Colquitt et al., 2006; Goldman et al., 2008; Reb et al., 2006), and we use it to organize this review.”
Zeileis Conditional Variable Importance for Random Forests (2015, methodology): “They were provided with questions concerning their sense of community (adapted from Peterson, Speer, and McMillan [98]), their general trustfulness (adapted from Cattell [99]), risk seeking (adapted from Colquitt, Scott, Judge, and Shaw [100]), materialism (adapted from Richins [101]), and greed (ad”
Leader mistreatment, employee hostility, and deviant behaviors: Integrating self-uncertainty and thwarted needs perspectives on deviance (2012, background): “To date, the majority of self uncertainty-based empirical work used laboratory experiments, and for that reason, we consider it important in our research to explore whether self-uncertainty effects generalize to the workplace (Colquitt et al., 2006; De Cremer & Sedikides, 2005; De Cremer & Van Hiel,”