When organizational justice and the self-concept meet: Consequences for the organization and its members
When organizational justice and the self-concept meet: Consequences for the organization and its members
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DOI：
10.1016/j.obhdp.2005.07.005
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发表时间：
2006-03-01
影响因子：
4.6
通讯作者：
Lord, RG
中科院分区：
文献类型：
--
作者：
Johnson, RE;Selenta, C;Lord, RG
在两项研究中，我们考察了就业参与者的自我概念水平和公平感对组织态度和公民行为意图的联合影响。我们在研究1中研究了慢性自我概念激活的影响，而在研究2中我们启动了工作自我概念。结合这两项研究的结果，我们发现支持我们的假设，特定的自我概念水平和组织公正维度相互作用，以预测各种工作相关的结果。具体来说，我们观察到关系自我概念和international正义之间的相互作用，以及集体自我概念和程序正义之间的相互作用，这样的正义结果的关系更强的那些经历了较高的激活相关的自我概念水平。因此，正如假设的那样，正义信息的权重不同，这取决于特定水平的自我概念是积极的。此外，有趣的直接影响员工的自我概念也被观察到。我们讨论了这些研究结果的影响和考虑自我概念与组织公正的重要性。(c)2006年由Elsevier Inc.出版
In two studies, we examined the joint effects of employed participants' self-concept levels and perceptions of fairness on organizational attitudes and citizenship behavior intentions. We examined the effects of chronic self-concept activation in Study 1, whereas we primed the working self-concept in Study 2. Combining the results of both studies, we found support for our hypotheses that particular self-concept levels and organizational justice dimensions interact to predict various work-related outcomes. Specifically, we observed interactions between the relational self-concept and interactional justice, and between the collective self-concept and procedural justice, such that the justice-outcome relationships were stronger for those experiencing higher activation on the relevant self-concept level. Thus, as hypothesized, justice information is weighted differently depending on the particular level of self-concept that is active. In addition, interesting direct effects of employees' self-concepts were also observed. We discuss the implications of these findings and the importance of considering the self-concept in conjunction with organizational justice. (c) 2006 Published by Elsevier Inc.