Am I Respected or Not?: Inclusion and Reputation as Issues in Group Membership

By David de Cremer, Tom Tyler. 2005

217 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e8e9b7491fb2bf3f756d716e07e54cb2e6d784e5

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Citations in the corpus

The influence of organizational respect on emotional exhaustion in the human services (2008, background): “One way in which researchers have accounted for respect in a collective context is by defining the phenomenon as regard by one's social group, often communicated in the form of status within the group (De Cremer & Tyler, 2005 ; Smith & Tyler, 1997 ; Tyler, 1999 ; Tyler & Blader, 2001 ).”
Process-based leadership: Fair procedures and reactions to organizational change ☆ (2005, background): “Indeed, prior research has convincingly shown that fair procedures significantly affect employees’ identity and self (see De Cremer & Tyler, 2005b, for an overview).”
Obeying the Rules of the Road (2015, background): “…that police procedural justice will be differentially salient to people depending on the extent of their identification with the group police represent; the strength of identification will affect the degree to which, for example, procedural justice predicts legitimacy (de Cremer & Tyler, 2005).”
Respect in Organizations: Feeling Valued as “We” and “Me” (2017, methodology): “Similarly, De Cremer and Tyler (2005) implicitly draw on particularized respect in their theorizing, and the respect manipulations in their experiments involved particularized respect or were unclear about the form of respect.”
Different wrongs, different remedies? Reactions to organizational remedies after procedural and interactional injustice. (2006, methodology): “Based on the work of De Cremer and his colleagues (e.g., De Cremer, 2002; De Cremer & Alberts, 2004; De Cremer & Leonardelli, 2003, De Cremer & Tyler, 2005) we argue that individuals also seek to maintain a sense of belonging to important groups.”
Organizational Justice and Behavioral Ethics: Promises and Prospects (2009, methodology): “Better known among organizational scientists is Folger’s (1998; 2001) work on deontic justice. The theory argues that people also act out of principled moral obligations. Fairness involves what people should receive or how they deserve to be treated (Folger & Salvador, 2008). Based on these ideas, F”
Unraveling respect in organization studies (2014, background): “In contrast, appraisal respect should be more closely related to work effort because it is closer to more accessible explicit self-esteem (De Cremer and Tyler, 2005; Sleebos et al., 2006; Tyler and Blader, 2002).”
Feeling Included and Valued: How Perceived Respect Affects Positive Team Identity and Willingness to Invest in the Team (2013, unknown): “When someone is respected by other team members, this conveys that the individual is valued by them (Ellemers, de Gilder and Haslam, 2004) and is included as a full member of the team (De Cremer and Tyler, 2005; Leary et al., 2003).”
Received Respect and Constructive Voice: The Roles of Proactive Motivation and Perspective Taking (2019, methodology): “Received respect signals to employees that their personal qualities are accepted and appreciated by other employees, fulfilling their need to belong (De Cremer & Tyler, 2005; Huo et al., 2010).”
When does procedural fairness promote organizational citizenship behavior? Integrating empowering leadership types in relational justice models (2012, methodology): “Our findings are, first of all, relevant for relational models like the group engagement model (Tyler & Blader, 2003) and the selfbased model of cooperation (De Cremer & Tyler, 2005a) that were developed to explain the relationship between procedural fairness and employee OCB.”
How the Grapevine Keeps You in Line (2011, background): “The impression that one makes in a certain social interaction can be communicated through gossip, thus possibly leading to exclusion from groups and reputation damage (see De Cremer & Sedikides, 2008; De Cremer & Tyler, 2005a, 2005b; Hardy & Van Vugt, 2006; Van Vugt & Hardy, 2010).”