Do East Asians Respond More/Less Strongly to Organizational Justice than North Americans? A Meta-Analysis

By Andrew Li, Russell S. Cropanzano. 2009

143 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/d87e58f64619d23a969674ac9565eb6d955d738b

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Methods for Second Order Meta-Analysis and Illustrative Applications (2013, methodology): “We believe that althoughwell executed, the Li and Cropanazano (2009)meta-analysis would have beenmore informative if they had used the second order meta-analysis described in this paper using corrected correlations.”
Organizational Support and Citizenship Behaviors: A Comparative Cross-Cultural Meta-Analysis (2015, background): “…used to examine how important organizational outcomes are differentially influenced across cultures by organizational aspects including fairness (Li and Cropanzano 2009; Shao et al. 2013), quality of relationship with the supervisor (Rockstuhl et al. 2012), and job satisfaction (Ng et al. 2009).”
Organizational Justice and Job Outcomes: Moderating Role of Islamic Work Ethic (2015, background): “We also compared the zero-order correlations of our study (Table 1) against the meta-analytic uncorrected correlations for East Asian samples reported by Li and Cropanzano (2009). With respect to distributive justice and turnover intentions, our obtained association (r = -0.”
To Agree or Not to Agree? A Meta-Analytical Review of Strategic Consensus and Organizational Performance (2011, unknown): “Although a larger sample would have been desirable, this study compares favorably with other recentmetaanalysis in both the realm of strategy and organizational behavior (Leonidou et al., 2002; Li and Cropanzano, 2009).”
Employee Justice Across Cultures (2013, background): “Li and Cropanzano (2009), for instance, proposed that the justice effect sizes estimated from North American employee data might be either stronger or weaker than effect sizes estimated from East Asian employee data because of the differential moderating role implied by the instrumental and…”
Linking Transformational Leadership and Team Performance: A Conflict Management Approach (2011, unknown): “Here it is possible that Chinese values restricted the competitive approach to conflict (Li and Cropanzano, 2009), at least in this traditional SOE where the data were collected.”
Organizational justice: New insights from behavioural ethics (2013, background): “This research suggests that as employees form close workgroups, they tend to adopt the fairness judgements of their teammates (Li and Cropanzano, 2009a).”
A Cross-Cultural Examination of Subordinates' Perceptions of and Reactions to Abusive Supervision (2015, background): “Because of these expectations, those in lower-status positions “are less attuned to unfairness committed by authority figures because they perceive these actions as part of their role-defined privilege” (Li & Cropanzano, 2009, p. 793).”
Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality (2013, background): “Understanding how procedural justice impacts employee job-related performance and attitudes is a key management issue that has generated widespread academic attention (e.g., Bernerth and Walker 2012; Colquitt 2001; El Akremi et al. 2010; Fortin and Fellenz 2008; Li and Cropanzano 2009; Walumbwa et a”
The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry (2015, background): “While some researchers see them as equally important (Alexander and Ruderman 1987; Cohen-Charash and Spector 2001; Li and Cropanzano 2009; Memarzadeh and Mahmoudi 2010; Moorman 1991; Shapira-Lishchinsky and Even-Zohar 2011), others have highlighted distributive justice as having the greatest…”
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).”
Better Not Smile at the Price: The Differential Role of Brand Anthropomorphization on Perceived Price Fairness (2015, result): “This finding, however, is consistent with prior research that demonstrates that people high in communion orientation tend not to act on unfair or negative situations, because they are concerned with building harmonious interactions in the long run (Li and Cropanzano 2009).”