In recent years, a significant factor for success of service industry is the rate of meeting customers’ expectation and after service recovery satisfaction especially in banking system. The aim of this study is to fill the existing gaps in the marketing literature by providing a comprehensive model to examine the impacts of perceived justice on secondary satisfaction through the mediating role ...

The spread of knowledge sharing provides advantages to organizations in developing new solutions problems along with a broader informational infrastructure. For this reason, it is important know the factors affecting behaviour individuals. study examined impact employees’ perceptions organizational justice and trust on behaviour. theories justice, behavior constitute methodological framework re...

Distributed workgroups are increasingly adopted by global organizations, enabled by technology advances. While social ties and performance of such workgroups have been examined in existing literature, the distinctions in knowledge sharing practices remain blurred. We developed a research model to examine the effects of social ties on knowledge sharing practices through the lens of justice perce...

An accessible identity model (AIM) of justice reasoning is introduced to explain when people become concerned about justice and how they define what is fair or unfair once justice concerns are activated. This model has two core propositions: (a) People are most likely to think about justice and fairness when self-relevant values and goals are highly accessible or activated, and (b) how people d...

The article aims at presenting the current state of knowledge in field organizational justice and its importance for organization. It includes an overview changing perception as idea over centuries discusses a part management science. In author describes three main components justice: distributive justice, procedural interactive justice. Additionally, selected research area impact on organizati...

Middle managers from three organizational samples responded to an open-ended questionnaire in which they described the determinants of particularly fair or unfair performance appraisals. By Qsort procedure, the responses were categorized and combined to yield seven distinct determinants of fairness in performance evaluations. Ratings of the perceived importance of these determinants were factor...

This study examined how employees react to formal evaluations of organizational citizenship behaviors in performance appraisals. Using a sample of 107 business students with relevant job experience, this experimental study found that their reactions to such formal inclusion of organizational citizenship behaviors depended on their task performance. Respondents with high task performance, compar...