ARE THE SCALES TIPPED IN FAVOR OF PROCEDURAL OR DISTRIBUTIVE JUSTICE? AN INVESTIGATION OF THE U.S., INDIA, GERMANY, AND HONG KONG (CHINA)

By Rajnandini Pillai, E. Williams, J. Tan. 2001

167 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/be50b5257c0fecf36c5450b6dbc88e841623036b

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “Studies also reveal that, overall, the work attitudes and psychological states of East Asian employees tend to more strongly depend on DJ, and less strongly on PJ, than Western employees (Kim & Leung, 2007; Pillai et al., 2001).”
The development of trust and distrust in a merger (2004, background): “When considered fair, high levels of trust ensue (Pillai et al., 2001).”
Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “Moreover, the earlier literature on POS has supported distributive justice as the primary source in the evaluations of support from employers (Pillai et al., 2001; Ngo et al., 2002; Loi et al., 2006).”
Understanding Procedural Justice and Its Impact on Business Organizations (2000, background): “Similarly, Pillai and Williams (1999) found that PJ was a stronger predictor of trust in the United States and India, but DJ was a slightly stronger predictor of trust in Germany.”
Motivating factors: perceptions of justice and their relationship with managerial and organizational trust (2005, background): “…have been found to be linked to organizational and managerial trust (Aryee et al., 2002; Cohen-Charash & Spector, 2001; Colquitt et al., 2001; Pillai et al., 2001), though few, if any, studies have examined the interrelationships among distributive, procedural, and interactional justice and…”
Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support (2006, background): “The cross-cultural study of Pillai, Williams, and Tan (2001) also found that distributive justice, but not procedural justice, was related to organizational trust of the Hong Kong sample.”
Forming and reacting to overall fairness: A cross-cultural comparison (2007, methodology): “Cultural values We assessed materialism using Richins and Dawson’s (1992) three-item measure.”
Understanding customers' loyalty intentions towards online shopping: an integration of technology acceptance model and fairness theory (2009, background): “Literature in marketing and organisational justice has shown that fairness perceptions have direct eﬀects on trust (e.g. Pillai et al. 2001, Aryee et al. 2002, Ramaswami and Singh 2003).”
Employee Justice Across Cultures (2013, background): “Pillai, Williams, and Tan (2001), for instance, investigated the relationships between distributive and procedural justice and organizational commitment in the United States (n = 486), Germany (n = 88), India (n = 97), and Hong Kong (n = 110).”
Increasing organizational citizenship behaviors of Turkish academicians (2007, background): “Also, in some other research, organizational justice was found to be one of the most important antecedents of both trust in supervisor and trust in organization ( Pillai et al. , 2001”