Employee Justice Across Cultures

By Ruodan Shao, D. Rupp, D. Skarlicki, Kisha S Jones. 2013

189 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d556e2d826cc2e83a36fb3648d1075c2fa448c38

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

Workplace bullying and employee silence (2017, background): “…virtue of collectivist societies like India (Hofstede, 243 Workplace bullying and employee silence 1991) where preserving social relationships is considered as the paramount goal (Li and Cropanzano, 2009) and is regarded as an end in itself (Kirkman et al., 2006; Shao et al., 2013; Triandis, 1994).”
Abusive Supervision: A Meta-Analysis and Empirical Review (2017, background): “Cultural differences are especially important to consider in the context of perceptions of abusive supervision because of the supervisory injustice component of abusive supervision, which can have varying effects on employees’ attitudes and behaviors across cultures (R. Shao et al., 2013).”
Accounting for the influence of overall justice on job performance: : integrating self-determination and social exchange theories (2014, background): “These dimensions have been shown to relate to job performance in a variety of studies (Cohen-Charash and Spector, 2001; Colquitt et al., 2001, 2013; Fassina et al., 2008; Li and Cropanzano, 2009; Shao et al., 2013).”
Service Employee Responses to Angry Customer Complaints (2017, background): “…as unacceptable in their culture (cf. Grandey et al. 2010) and view it as a social norm violation that is accompanied by injustice perceptions (Shao et al. 2012), employees may be more likely to show negative emotional and behavioral responses (Dallimore, Sparks, and Butcher 2007; Harris and…”
Organizational Justice and Job Outcomes: Moderating Role of Islamic Work Ethic (2015, background): “Although this line of research is quite promising, there are some controversies regarding the impact of perceived fairness on job outcomes across cultures and across various dimensions of organizational justice (Colquitt et al. 2001; Shao et al. 2013) which need to be”
Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “of social exchange-based effects of justice (particularly PJ) on employee attitudes found in North America (Shao et al., 2013), to multiple cultures in the Asia-Pacific region.”
Organizational justice: New insights from behavioural ethics (2013, unknown): “While justice seems to matter to people all over the world, individuals from different nations do not always respond identically (Brockner et al., 2001; Erdogan and Liden, 2006; Shao et al., 2013).”
Organizational Support and Citizenship Behaviors: A Comparative Cross-Cultural Meta-Analysis (2015, background): “…underpinnings of the relationship between fairness (originating from the supervisor) and citizenship (directed back toward the same source) (Shao et al. 2013) are not exactly the same as the POS–OCB relationship, the commonalities at theoretical level (e.g., both 726 D. S. Chiaburu et…”