Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality
By Hongwei He, Weichun Zhu, Xiaoming Zheng. Journal of Business Ethics, 2013
223 citations recorded by the source corpus.
Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/b23cc63caeab81886ff8241c7ea0e991091354f9
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In Information Systems and Management
In Organizational Behavior and Human Resource Management
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Citations in the corpus
- Examining Structural Relationships between Work Engagement, Organizational Procedural Justice, Knowledge Sharing, and Innovative Work Behavior for Sustainable Organizations (2017, background): “More particularly, the current literature shows that organizational procedural justice has a strong and positive impact on employee work engagement both directly and indirectly [22,27,34,37].”
- Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management (2018, background): “Similarly, He, Zhu, and Zheng (2014) revealed that the organization’s efforts on creating employee-focused fair and responsible policies cause employees with stronger moral identity to exhibit higher levels of physical, emotional, and cognitive engagement in the workplace.”
- Transformational leadership and employee performance: The role of identification, engagement and proactive personality (2019, background): “More recently, studies have empirically demonstrated a positive relationship between organizational identification and work engagement (He et al., 2014; Karanika-Murray et al., 2015; Zhang et al., 2017).”