Accounting for the influence of overall justice on job performance: : integrating self-determination and social exchange theories

By S. Aryee, Fred Walumbwa, Reuben Mondejar, Chris W. L. Chu. 2014

137 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/94c8706174a1381e8145dd3634c8e38ffa92816d

How researchers see this paper

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

In Applied Psychology

1. Hallgeir Halvari
2. Anja H. Olafsen
3. Edward L. Deci
4. M. Azeem
5. Dirk De Clercq
6. Inam ul Haq
7. Richard M. Ryan
8. Maarten Vansteenkiste

In Organizational Behavior and Human Resource Management

1. Anja H. Olafsen
2. Hallgeir Halvari
3. M. Azeem
4. Inam ul Haq
5. Dirk De Clercq
6. Edward L. Deci
7. Richard M. Ryan
8. Marylène Gagné

In Social Psychology

1. Hallgeir Halvari
2. Anja H. Olafsen
3. Edward L. Deci
4. M. Azeem
5. Dirk De Clercq
6. Inam ul Haq
7. Richard M. Ryan
8. Marylène Gagné

Citations in the corpus

• Self-efficacy to spur job performance (2018, background): “, 2016) or organizational justice (Aryee et al., 2015) – but also on their personal characteristics, such as their personality traits (Thoresen et al.”
• Basic psychological needs and work motivation: A longitudinal test of directionality (2018, background): “However, of the large SDT work literature, only a few studies have examined the motivational processes at work by looking into both the basic psychological needs and motivational regulations (Aryee et al. 2015; Bentzen et al. 2015; De Cooman et al. 2013; Graves and Luciano 2013; Olafsen and Halvari ”