The Effects on Job Attitude of Perception of Justice in the HRM System

DOI Web Site

この論文をさがす

抄録

This studyaims at developing and empirically testing a comprehensive model of organizationaljustice derived from prior empirical studies on organizational justice. The study seeksto understand its antecedents to and its consequences are addressed. The first question is whatcharacteristics of a human resource management (HRM) system determine the levels of perceiveddistributive and procedural justice. Hypotheses are derived from the two prominenttheoretical models, the self-interests model (SIM) and the group value model (GVM). Thosefactors include neutrality, consistency, accuracy, ethicality, credibility, and reciprocity in theprocesses of making HRM decisions. All nine factors suggested by the two models areadopted for this study as major determinants of both distributive and procedural justice. Thesecond question of this study is related to the moderating effects of individual differences onthe relationship between the SIM and GVM variables and perceived distributive and proceduraljustice in organizational contexts. The fmal research question deals with the consequencesof perceived organizational justice, specifically job-related attitudes and organizationalclimate. Job-related attitudes in this study refer to job satisfaction, job motivation, andorganizational climate, i.e., the willingness to make contributions, identification with organization, and intent to stay, In examining the consequence of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the abovenine outcome variables. The results show that both SIM and GVM variables significantly influencedistributive and procedural justice. However, hierarchical regression analyses that revealedthat the GVM variables exert more influence have been focused on the consequencesof perceived distributive justice with regard to outcomes provided by the organization.

収録刊行物

キーワード

詳細情報 詳細情報について

問題の指摘

ページトップへ