The Effect of Organizational Justice on Contextual Performance, Counterproductive Work Behaviors, and Task Performance: Investigating the Moderating Role of Ability-Based Emotional Intelligence
By Dwayne Devonish, Dion Greenidge. 2010
169 citations recorded by the source corpus.
Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/dc0450118a012d28718c5ccba51b521164979f86
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Clinical Psychology
- K. V. Petrides
- Adrian Furnham
- Chengchen Li
- M. Mikolajczak
- S. Mavroveli
- Donald Saklofske
- Elizabeth J. Austin
- Jean–Marc Dewaele
In Organizational Behavior and Human Resource Management
In Social Psychology
- Suthinee Rurkkhum
- K. V. Petrides
- Adrian Furnham
- Chengchen Li
- Jean–Marc Dewaele
- M. Mikolajczak
- S. Mavroveli
- Donald Saklofske
Citations in the corpus
- Factors Affecting Job Performance: A Review of Literature (2012, background): “…support of this, the work of distributive justice, procedural justice, and interactional justice had significant positive effects on task and contextual performance (standardized regression coefficient .13, p .05, .33, .17, .26, .29, and .26, p .01, respectively) (Devonish and Greenidge, 2010).”
- Ability and Trait Emotional Intelligence (2013, background): “…the distinction does, of course, exist, and there have also been cases where the distinction was acknowledged, but explicitly misinterpreted (e.g. Devonish & Greenidge, 2010 misconstrued a trait EI questionnaire as a measure of ability EI, thus undermining the interpretation of their own data).”