JUSTICE IN TEAMS: ANTECEDENTS AND CONSEQUENCES OF PROCEDURAL JUSTICE CLIMATE

By J. Colquitt, Raymond A. Noe, Christine L. Jackson. 2002

744 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/a937187c865c46a2bdc1848a4c4aa153a64464ca

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Citations in the corpus

Team Effectiveness 1997-2007: A Review of Recent Advancements and a Glimpse Into the Future (2008, background): “Colquitt, Noe, and Jackson (2002) assessed the relationship between procedural justice climate and team-level outcomes, finding that team-level procedural justice climate was significantly related to both performance and absenteeism.”
Embracing transformational leadership: team values and the impact of leader behavior on team performance. (2007, neutral): “since examined these constructs at lower levels of analysis, including at the level of work teams ( Colquitt, Noe, & Jackson, 2002; Driskell & Salas, 1992; Earley, 1999; Eby & Dobbins, 1997; Gibson, 1999; Gibson & Saxton, 2005; Kirkman & Shapiro, 2001; Man & Lam, 2003; Thomas, 1999; Wagner, 1995; W”
The precursors and products of justice climates: Group leader antecedents and employee attitudinal consequences. (2007, neutral): “Page 18 of 42 the individual to group level of analysis by asking employees to report on what goes on in their department, which is the norm for research on procedural justice climate (Colquitt et al., 2002; Ehrhart 2004; Naumann & Bennett, 2000).”
Examining the Link Between Ethical Leadership and Employee Misconduct: The Mediating Role of Ethical Climate (2010, background): “Previous research suggests three responses is a sufficient number to aggregate to the unit level (Colquitt et al., 2002; Mayer et al. 2009a; Richardson and Vandenberg, 2005; Schneider et al., 1998; Tracey and Tews, 2005).”
Ethical Leadership and Team Ethical Voice and Citizenship Behavior in the Military: The Roles of Team Moral Efficacy and Ethical Climate (2020, positive): “According to previous studies (e.g., Colquitt et al., 2002; Richardson & Vandenberg, 2005; Schneider et al., 1998; Tracey & Tews, 2005), three responses per team is a sufficient number for data aggregation at the team level.”
When Employees Are Out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit-Level Voluntary Turnover (2012, background): “Managers also need to be especially aware of factors that contribute to changes in a group’s overall job satisfaction, such as perceived equity (Adams, 1965) and organizational justice (Colquitt et al., 2002).”
A Workgroup Climate Perspective on the Relationships Among Transformational Leadership, Workgroup Diversity, and Employee Creativity (2013, methodology): “Consistent with prior research (Chatman & Flynn, 2001; Colquitt et al., 2002; Li & Hambrick, 2005; Randel & Jaussi, 2003; van der Vegt, van de Vliert, & Huang, 2005), we formed a composite measure of within-group demographic diversity.”