Riding the Fifth Wave: Organizational Justice as Dependent Variable

IF 3.1 Q2 MANAGEMENT Research in Organizational Behavior Pub Date : 2015-01-01 DOI:10.1016/j.riob.2015.07.002
Joel Brockner , Batia M. Wiesenfeld , Phyllis A. Siegel , D. Ramona Bobocel , Zhi Liu
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引用次数: 48

Abstract

This chapter calls attention to a paradigmatic shift in the organizational justice literature, in which fairness serves as the dependent rather than independent variable. Drawing on two taxonomic dimensions, we structure approaches to studying fairness as a consequence rather than as a cause. One dimension refers to the focal party whose reactions are being examined (the actor, the recipient, and the observer) whereas the other consists of the nature of the reaction itself (behavior, desire, and perception). We sample selectively from the nine cells emanating from the 3 × 3 classification scheme, emphasizing conceptual and empirical works that advance our understanding of fairness or connect fairness with other literatures in organizational and social psychology, such as ethics, social hierarchy, trust, self-handicapping, and construal level theory. Thus, we illustrate how the study of fairness as a dependent variable enriches not only theory and research in organizational justice, but also how it may contribute to other literatures. Additionally, we consider some of the practical implications and future research possibilities related to studying fairness as a dependent variable.

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乘着第五次浪潮:作为因变量的组织公正
本章呼吁关注组织公正文献中的范式转变,其中公平作为依赖变量而不是自变量。利用两个分类学的维度,我们构建了将公平作为结果而不是原因来研究的方法。一个维度是指反应被检查的焦点(行动者、接受者和观察者),而另一个维度由反应本身的本质(行为、欲望和感知)组成。我们有选择地从3 × 3分类方案中产生的9个单元中取样,重点强调概念和实证工作,这些工作促进了我们对公平的理解,或将公平与组织心理学和社会心理学的其他文献(如伦理学、社会等级、信任、自我阻碍和解释水平理论)联系起来。因此,我们说明了将公平作为一个因变量的研究不仅丰富了组织公平的理论和研究,而且也可能对其他文献有所贡献。此外,我们还考虑了将公平作为因变量进行研究的一些实际意义和未来的研究可能性。
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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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