Health Consequences of Organizational Injustice: Tests of Main and Interactive Effects

By Bennett J. Tepper. 2001

339 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b8141f4acf088c851730606e49cfd5f5e9d38c00

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Unethical and Unwell: Decrements in Well-Being and Unethical Activity at Work (2010, background): “High trait neuroticism, which predisposes individuals to experience psychological distress (Ormel and Wohlfarth, 1991; Tepper, 2001), has been shown to be a powerful predictor of traumatic stress (Bowman, 1999; McFarlane, 1989), while locus of control has been shown to impact depression, somatic com”
When the Romance is Over: Follower Perspectives of Aversive Leadership (2007, background): “Items included: “Is one of my best teachers”; “All things considered, this teacher is outstanding”; and “All things considered, this teacher performs his/her job the way I like to see it performed.””
Counterproductive Behaviors and Psychological Well-being: The Moderating Effect of Task Interdependence (2009, background): “Studies have highlighted the fact that psychological well-being can indeed be affected by work overload (Bakker et al. 2005) and the perception of injustice (Elovainio et al. 2002; Fox et al. 2001; Tepper 2001 ).”
Organizational Injustice as an Occupational Health Risk (2010, background): “Specifically, in his first study, Tepper (2001) examined the relationship between responses to brief, ad hoc measures of distributive justice and procedural justice completed by some 3300 employees of a public organization at the first time point and scores on a measure of clinical depression (the…”
Flight from Unfairness: Effects of Perceived Injustice on Emotional Exhaustion and Employee Withdrawal (2010, background): “Even though perceptions of distributive justice are distinct from perceptions of outcome favorability (Howard 1999), because some scholars and evidence suggest an interaction between procedural justice and outcome favorability (e.g., Brockner and Wiesenfeld 2005; Cropanzano and Konovsky 1995; Tepper”
The Moderating Effects of Justice on the Relationship Between Organizational Politics and Workplace Attitudes (2007, methodology): “Second, we investigated the interactive effects of both distributive and procedural justice, an analysis that has been called for by researchers (e.g., Brockner 2002; Harvey and Haines 2005; Tepper 2001), but rarely performed.”
Burnout in Organizational Life (2004, result): “…of studies have found consistent support for the notion that inequity in social exchange is associated with burnout (Bakker, Schaufeli, Sixma, Bosveld & van Dierendonck, 2000; Taris, Peeters, LeBlanc, Schreurs & Schaufeli, 2001; Truchot & Deregard, 2001; Van Dierendonck, Schaufeli & Buunk, 2001).”
Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis (2017, background): “In some studies, neuroticism has been treated as a control variable, or bias, which is used to adjust relationships between harassment and outcomes (e.g., Tepper, 2001).”
Moderating effects of job insecurity in the relationships between procedural justice and employee well-being: Gender differences (2005, background): “…(e.g., Elovainio, Kivimäki, & Vahtera, 2002; Fox et al., 2001; Schmitt & Dörfel, 1999) and longitudinal analyses (e.g., Kivimäki et al., 2003; Tepper, 2001) indeed suggest that procedural and interactional injustice is a major source of psychosocial stress at work, amounting to a health…”
Transformational leadership dimensions and employee creativity in China: A cross-level analysis (2015, background): “Fairness has related to trust (Aryee, Budhwar, & Chen, 2002) and lower stress levels (Tepper, 2001).”
Self‐leadership skills and innovative behavior at work (2006, background): “Recent studies report the importance of organizational fairness and justice (see Janssen, 2004; Tepper, 2001) in reducing stress in employees facing new circumstances.”
Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion (2010, background): “…Ltd and Society for the Advancement of Management Studies previous research has shown relationships between some justice types and emotional exhaustion (Tepper, 2000, 2001), no study has examined the separate contributions of distributive, procedural, interpersonal, and informational justice.”
Is innovative behavior really good for the firm?: Innovative work behavior, conflict with coworkers and turnover intention: moderating roles of perceived distributive fairness (2011, background): “Previous scholars have concluded that organizational fairness could impact employees’ attitudes and behaviors at the workplace (Colquitt et al., 2001; Folger and Cropanzano, 1998; Tepper, 2001; Xie et al., 2008).”
The social context of undermining behavior at work (2006, background): “empirical findings, should relate in turn to poorer job attitudes (Colquitt, Conlon, Wesson, Porter, & Ng, 2003), less well-being (Tepper, 2001), and more organizational retaliation (Skarlicki & Folger, 1997).”