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Is More fairness always preferred? self-esteem moderates reactions to procedural justice
Organizational justice researchers have demonstrated that employees are more committed to organizations they believe treat them fairly. Drawing on self-verification theory, five studies show that the positive relationship between procedural justice and commitment was eliminated among those with low self-esteem. Moreover, results of one study showed that this effect occurred only when self-verification strivings were likely to be salient (i.e., when employees expected their relationship with the organization to be relatively enduring). Finally, an experiment provided evidence that participants' experience of self-verification (i.e., feeling known and understood) mediated the interactive effect of procedural justice and self-esteem on their organizational commitment.Printed journal
Ketersediaan
| Call Number | Location | Available |
|---|---|---|
| PSB lt.dasar - Pascasarjana | 1 |
| Penerbit | : Academy of Management |
|---|---|
| Edisi | - |
| Subjek | Self esteem Organization theory Telecommunications industry Impact analysis studies |
| ISBN/ISSN | 14273 |
| Klasifikasi | - |
| Deskripsi Fisik | - |
| Info Detail Spesifik | - |
| Other Version/Related | Tidak tersedia versi lain |
| Lampiran Berkas | Tidak Ada Data |