AIM To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. BACKGROUND Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this su...

In this paper I consider a set of theories that increasingly seem to have strong relationships with one another – theories of reintegrative shaming, procedural justice, unacknowledged shame and defiance – that offer an explanation of why restorative justice processes might be effective in reducing crime and accomplishing other kinds of restoration. Some of these theoretical claims are sure to b...

organizational culture and managers' personal attitudes play a crucial role in conducting change initiatives, especially strategic change. in this regard, middle managers' commitment to change is of great importance and cynicism is the biggest obstacle in forming this commitment. in the present study, it is investigated whether organizational justice dimensions, senior management supp...

The current article explores status as an antecedent of procedural fairness effects (the findings that perceived procedural fairness affects people's reactions, e.g., their relational judgments). On the basis of the literature, the authors proposed that salience of the general concept of status leads people to be more attentive to procedural fairness information and that, as a consequence, stro...

This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research. Our findings suggest that individuals’ justice...

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...

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...