Organizational Justice and Employee Work Attitudes: The Federal Case

By Sungjoo Choi. 2011

161 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b90f5da0dbdaf173b5149d3e149048547eb7975a

How researchers see this paper

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

In Gender Studies

1. A. A. Khan
2. Minjeong Kang
3. Minjung Sung
4. Samina Quratulain

In Organizational Behavior and Human Resource Management

1. Minjeong Kang
2. Minjung Sung
3. A. A. Khan
4. Samina Quratulain
5. Young Kim

Citations in the corpus

• To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement (2019, background): “, Cohen-Charash & Spector, 2001; Dailey & Kirk, 1992) have particularly noted that procedural justice has a negative association with turnover, suggesting that a high level of organizational justice is critical to decrease turnover intention among employees (Choi, 2011).”
• Red Tape, Resigned Satisfaction, Public Service Motivation, and Negative Employee Attitudes and Behaviors (2015, background): “High procedural fairness leads to more positive employee attitudes and behaviors (Choi, 2011; Choi & Rainey, 2013; Colquitt, Conlon, Wesson, Porter, & Ng, 2001; Quratulain, Khan, & Peretti, 2012) while unfairness perceptions have robust relationship with turnover intention, stress, and withdrawal…”