Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions, Citizenship Behavior and Job Performance

By Zinta S. Byrne. 2005

257 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/9196cb07f8047a510e40200e3c76d910c59b36cf

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Employee development and turnover intention: theory validation (2013, background): “, 2005) and organizational politics (Byrne, 2005) may cause a behavioral predisposition to retain the membership or withdraw from the organization and to judge if a particular job can EJTD 37,6”
Organizational Politics and Job Outcomes: The Moderating Effect of Trust and Social Support (2010, background): “…are much in line with some theoretical notions that were suggested by Ferris et al. (2002) and with several other studies emphasizing the indirect nature of the POPS–outcomes relationship (e.g., Byrne, 2005; Harris et al., 2007; Hochwarter et al., 2003; Poon, 2004, 2006; Zivnuska et al., 2004).”
The emotional implications of organizational politics: A process model (2009, background): “For example, providing support (social and economic) and ensuring justice in employment decisions may reduce frustration and other negative consequences of organizational politics (Byrne, 2005; Rosen et al., in press).”
The validation of the turnover intention scale (2013, unknown): “It has also been empirically established that turnover intention (conation) has a positive relationship with actual turnover (actual behaviour) (Byrne, 2005; Hendrix, Robbins, Miller & Summers, 1998; Steensma, Van Breukelen & Sturm, 2004).”
Perceptions of Organizational Politics: A Meta-analysis of Outcomes (2008, background): “Despite widespread agreement that organizational politics has long been an unfortunate ‘‘fact of life’’ (Ferris et al. 1989 ,p . 143; Burns 1961; Kacmar and Baron 1999; Schein 1977), nearly all of the empirical work on perceptions of organizational politics (POP) has taken place since the publicat”
Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals (2010, methodology): “…commitment, sabotage, turnover intention, stress, organizational citizenship behavior, job performance, and trust (Folger & Konovsky, 1989; Byrne, 2005; Lambert, Hogan, & Griffin, 2007; Robbins, Summers, & Miller, 2000; Dailey & Kirk, 1992; Boer et al., 2002; Greenberg, 2004; Colquitt et…”