Journal of Applied Psychology 2024

Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity.

Zhenyu Liao¹; Nan Wang²; Jinlong Zhu³; Tingting Chen²; Russell E. Johnson⁴

¹ Northeastern University · ² Lingnan University · ³ Renmin University of China · ⁴ Michigan State University

Abstract

= 29,868), coupled with one preregistered experience-sampling study with 1,941 cross-day observations over 3 weeks from 147 subordinate-supervisor pairs. Overall, we find that exchange-based mechanisms account for more of the indirect effect of justice on task performance, whereas identity-based mechanisms (particularly interdependent identity) account for more of the indirect effect of justice on counterproductive work behavior. Regarding the indirect effect on organizational citizenship behavior, identity-based mechanisms (particularly positive self-evaluations) and exchange-based mechanisms respectively present great utility between the two studies. By providing nuanced insight into the complementary yet distinct nature of these two prominent mechanisms, our research encourages a more granular theoretical approach for studying organizational justice effects. (PsycInfo Database Record

DOI

10.1037/apl0001193

Sources

openalex

Cite

APA 7 MLA 9 Chicago (author–date) Harvard Elsevier Harvard (JFE, JBF…) The Accounting Review Academy of Management American Marketing Association INFORMS (Management Science) Copy citation Copied ✓