Procedural and distributive justice effects moderated by organizational identification

By David de Cremer. 2005

155 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/99ade1f3ff6cd42c17afec17f093c487cf6c93b9

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. Monica Law
2. Faye S. Taxman
3. Jill A. Gordon
4. S. Sudin
5. Millissa F. Y. Cheung

In Social Psychology

1. Monica Law
2. Faye S. Taxman
3. Jill A. Gordon
4. S. Sudin
5. Millissa F. Y. Cheung

In Sociology and Political Science

1. Monica Law
2. Faye S. Taxman
3. Jill A. Gordon
4. S. Sudin
5. Millissa F. Y. Cheung

Citations in the corpus

• FAIRNESS OF AND SATISFACTION WITH PERFORMANCE APPRAISAL PROCESS (2011, background): “Performance appraisal systems include the processes and procedures involved in implementing, managing, and communicating the events involved in performance appraisal (Walsh, 2003).”
• Do Fairness and Equity Matter? (2009, background): “Interaction of the two constructs is evident (Brockner & Wiesenfeld, 1996; De Cremer, 2005; Tyler, 1989; Tyler & Lind, 1992).”
• Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “…question, namely that distributive, procedural, and interactional justice are directly related to organizational identification (for example, De Cremer, 2005; Lipponen et al., 2004; Olkkonen & Lipponen, 2006), these studies have not provided adequate evidence that organizational justice alone…”