The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior

By Tom Tyler, Steven L. Blader. Personality and Social Psychology Review, 2003

1,967 citations recorded by the source corpus.

Subfields: Safety Research, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ae12ecaa38718a75b9f89d40f0ff961253748b81

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Citations in the corpus

COMBINED EFFECTS OF ORGANIZATIONAL AND PROFESSIONAL IDENTIFICATION ON THE RECIPROCITY DYNAMIC FOR PROFESSIONAL EMPLOYEES (2009, methodology): “When people strongly identify with a group, they care deeply about the welfare of the group and their status in it (Tyler & Blader, 2003).”
Deciding what's right: The role of external sanctions and embarrassment in shaping moral judgments in the workplace (2008, background): “Beyond strictly definitional benefits, being a valued member of a respected group can function to boost our self-esteem (Abrams & Hogg, 1988; Leary, 2000; Turner, 1982; Tyler & Blader, 2003).”
Self-uncertainty and responsiveness to procedural justice (2005, background): “According to Tyler and Blader (2000, 2003), fair procedures promote group-oriented behavior, such as cooperation, which in turn solidifies group membership.”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “For instance, Tyler and Blader (2003) found that being treated fairly by the team leader and teammates affirms individuals’ acceptance and worth as a group member, thereby increasing their identification and commitment to the team.”
How perceptions of fairness can change (2013, background): “This may be especially true in the context of organizational justice because fairness conveys information about social status (Tyler & Blader, 2003), the risk of exploitation (Lind, 2001), and the receipt of due rewards in the future (Tyler, 1987).”
A multilevel analysis of team climate and interpersonal exchange relationships at work (2008, neutral): “The resulting altered self-concept may then affect employees’ attitudes towards TMX (Tyler & Blader, 2003; Greenberg, Ashton-James, & Ashkanasy, in press).”
Justice, Fairness, and Employee Reactions (2015, methodology): “A complementary rationale for the effects of justice and fairness on work behaviors is offered by the group engagement model (Tyler & Blader 2003)—the successor to the relational model (Tyler & Lind 1992).”
Beyond personal Leader Member Exchange (LMX) quality: the effects of perceived LMX variability on employee reactions (2008, neutral): “…by affecting the self-concept and perceptions of fairness (e.g., Buunk, Collins, Taylor, VanYperen & Dakof, 1990; Crosby, 1976, 1984; Leventhal, 1980; Masterson, Lewis, Goldman & Taylor, 2000; Sinclair, 2003; Tyler, 1989; Tyler & Blader, 2003; Tyler, Degoey & Smith, 1996, 2001; Tyler & Lind, 1992).”
Your Place or Mine? Organizational Identification and Comfort as Mediators of Relationships Between the Managerial Control of Workspace and Employees' Satisfaction and Well-being (2010, background): “…literature which speaks to the capacity for voice to engender a sense of mutual respect and thereby identification (Ashforth and Mael, 1989; Baldry, 1997; Ellemers, de Gilder and Haslam, 2004; Haslam, Eggins and Reynolds, 2003; Smith, Tyler and Huo, 2003; Tyler and Blader, 2000, 2003).”
The Psychological Mechanisms of Public Service Motivation (2016, background): “According to social identity theory, when individuals identify with an organization, they possess the values and goals of the organization (Turner, 1984), trust their organization (Kramer, Brewer, & Hanna, 1996), and care about the welfare of the organization (Tyler & Blader, 2003).”
Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, background): “…of belonging to a socially valued group makes group membership rewarding, inducing an emotional feeling of organizational pride that encourages them to bask in the group-reflected glory through an enhanced level of identification (Dutton et al., 1994; Smidts et al., 2001; Tyler and Blader, 2003).”