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Organizational justice: A mediated m...

Lee, Andrew J.

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Organizational justice: A mediated model from individual well-being and social exchange theory perspectives.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Organizational justice: A mediated model from individual well-being and social exchange theory perspectives./
Author:	Lee, Andrew J.
Description:	155 p.
Notes:	Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0638.
Contained By:	Dissertation Abstracts International68-02A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3254316

Organizational justice: A mediated model from individual well-being and social exchange theory perspectives.
Lee, Andrew J.

Organizational justice: A mediated model from individual well-being and social exchange theory perspectives. - 155 p.

Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0638.

Thesis (Ph.D.)--Touro University International, 2007.

This cross-sectional study, which used a web-based survey that involved 221 employees from 12 organizations in 7 industries, was designed to examine the relationship between organizational justice and work-related outcomes and determine whether employee well-being and social exchanges are mediators of this relationship. The results indicated that distributive justice, procedural justice, interpersonal justice, and informational justice were negatively related to perceived stress, confirming the injustice-as-stressor perspective. Path analyses were conducted on multiple mediator and multiple outcome structural models, with an overall justice measure conceptualized as a second-order latent construct of the more specific four justice factors. The findings of the path analyses indicated that perceived stress fully mediated the relationship between organizational justice and the outcomes of job satisfaction and organizational commitment. However, LMX fully mediated only the justice-organizational commitment relationship. Finally, the data strongly suggested that perceived stress was a more powerful mediator of the relationship between justice and job satisfaction, while LMX was a more powerful mediator of the relationship between justice and organizational commitment.Subjects--Topical Terms:

626628
Business Administration, Management.

Organizational justice: A mediated model from individual well-being and social exchange theory perspectives.
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245 1 0 $a Organizational justice: A mediated model from individual well-being and social exchange theory perspectives.
300 $a 155 p.
500 $a Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0638.
502 $a Thesis (Ph.D.)--Touro University International, 2007.
520 $a This cross-sectional study, which used a web-based survey that involved 221 employees from 12 organizations in 7 industries, was designed to examine the relationship between organizational justice and work-related outcomes and determine whether employee well-being and social exchanges are mediators of this relationship. The results indicated that distributive justice, procedural justice, interpersonal justice, and informational justice were negatively related to perceived stress, confirming the injustice-as-stressor perspective. Path analyses were conducted on multiple mediator and multiple outcome structural models, with an overall justice measure conceptualized as a second-order latent construct of the more specific four justice factors. The findings of the path analyses indicated that perceived stress fully mediated the relationship between organizational justice and the outcomes of job satisfaction and organizational commitment. However, LMX fully mediated only the justice-organizational commitment relationship. Finally, the data strongly suggested that perceived stress was a more powerful mediator of the relationship between justice and job satisfaction, while LMX was a more powerful mediator of the relationship between justice and organizational commitment.
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650 4 $a Psychology, Industrial. $3 520063
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