Personal value orientation as a moderator in the relationships between perceived organizational justice and its hypothesized consequences

被引：1

作者：

Lipponen J. ^{[1
]}

Olkkonen M.-E. ^{[1
]}

Myyry L. ^{[1
]}

机构：

[1] Department of Social Psychology, University of Helsinki, Helsinki, Finland

来源：

Social Justice Research | 2004年 / 17卷 / 3期

关键词：

distributive justice; group value model; procedural justice; value orientation;

D O I：

10.1023/B:SORE.0000041294.68845.0f

中图分类号：

学科分类号：

摘要：

This study examined whether personal value orientation moderated the relationships between perceived organizational justice and its three hypothesized consequences: group pride, respect within the group, and turnover intentions. On the basis of conceptual correspondences between self-enhancement and self-transcendence values of Schwartz's value typology and previous conceptualizations of distributive and procedural justice two hypotheses were developed and tested with a sample of 160 employees of a research organization. It was predicted and found that relationships between distributive justice and outcome variables were stronger among people who were high in self-enhancement values (power, achievement). The relationships between procedural justice and outcome variables, by contrast, were predicted to be stronger among those high in self-transcendence values (universalism, benevolence). Our results provided no support for the latter hypothesis.

引用

页码：275 / 292

页数：17

共 40 条

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