Testing and extending the group engagement model: linkages between social identity, procedural justice, economic outcomes, and extrarole behavior.

By Steven L. Blader, Tom Tyler. Journal of Applied Psychology, 2009

832 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c14e3d65f30ac8db3ab62019dc9c4732cbbf47fa

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Citations in the corpus

Feeling Included and Valued: How Perceived Respect Affects Positive Team Identity and Willingness to Invest in the Team (2013, positive): “…explaining how noninstrumental factors can contribute to cooperation and effort on behalf of one’s team (or organization) have established the significance of perceived respect in this process (Blader and Tyler, 2009; Boezeman and Ellemers, 2007; Smith, Tyler and Huo, 2003; Tyler and Blader, 2003).”
Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, background): “It addresses the evaluative connotation of group membership, as it results from an assessment of the group’s general worth and status (Blader and Tyler, 2009).”
Supervisory Responsiveness and Employee Self-Perceived Status and Voice Behavior (2015, background): “…model (Tyler & Blader, 2003) suggests that enhanced levels of self-perceived status induced by fair and respectful treatment increase an employee’s motivation to engage in discretionary group-serving behaviors (e.g., Blader & Tyler, 2009; Tyler, 1999; Tyler & Blader, 2003; van Dijke et al., 2012).”
Organizational Identity and Organizational Identification (2013, methodology): “For example, according to the group engagement model (Blader & Tyler, 2009; Tyler & Blader, 2003), employees are more likely to have stronger OID, and hence engage in various types of pro-organizational behavior (e.g., voice, helping, discretionary behaviors, etc.), when they perceive higher…”
Advancing the social identity theory of leadership: A meta-analytic review of leader group prototypicality (2020, background): “These include cooperation and helping (Blader & Tyler, 2009), motivation and performance (van Knippenberg, 2000), learning and modeling (Mavor et al., 2017), and health and well-being (Haslam et al., 2009; for meta-analytic reviews, see Lee et al., 2015; Ng, 2015; Riketta & van Dick, 2005; Steffens…”
The role of justice and social exchange relationships in workplace deviance: Test of a mediated model (2010, background): “For example, according to the group engagement model, procedural justice and interactional justice primarily act upon individuals’ social identities that, in turn, determine extra-role behavior (Blader and Tyler, 2009).”
Respect as an engine for new ideas: Linking respectful engagement, relational information processing and creativity among employees and teams (2015, background): “When respect has been considered in organizations, it is often viewed as either a manifestation of one’s status (Blader and Tyler, 2009) or as a facet of relational quality (e.”
Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator (2014, background): “These arguments are supported by Blader and Tyler (2009) who found that identification mediated the relationship between procedural justice and extra-role behavior.”