Using self-definition to predict the influence of procedural justice on organizational-, interpersonal-, and job/task-oriented citizenship behavior
- Author
- Lieven Brebels (UGent) , David De Cremer and Marius Van Dijke
- Organization
- Abstract
- An integrative self-definition model is proposed to improve our understanding of how procedural justice affects different outcome modalities in organizational behavior. Specifically, it is examined whether the strength of different levels of self-definition (collective, relational, and individual) each uniquely interact with procedural justice to predict organizational, interpersonal, and job/task-oriented citizenship behaviors, respectively. Results from experimental and (both single and multisource) field data consistently revealed stronger procedural justice effects (1) on organizational-oriented citizenship behavior among those who define themselves strongly in terms of organizational characteristics, (2) on interpersonal-oriented citizenship behavior among those who define themselves strongly in terms of their interpersonal relationships, and (3) on job/task-oriented citizenship behavior among those who define themselves weakly in terms of their distinctiveness or uniqueness. We discuss the relevance of these results with respect to how employees can be motivated most effectively in organizational settings.
- Keywords
- JOB-SATISFACTION, GROUP ENGAGEMENT MODEL, SOCIAL-EXCHANGE, FAIR PROCEDURES, EMPLOYEE CITIZENSHIP, CLEANUP TIME, IN-ROLE, METAANALYSIS, IDENTITY, COOPERATION, procedural justice, citizenship behavior, self-definition, self, self-regulation
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Citation
Please use this url to cite or link to this publication: http://hdl.handle.net/1854/LU-4414791
- MLA
- Brebels, Lieven, et al. “Using Self-Definition to Predict the Influence of Procedural Justice on Organizational-, Interpersonal-, and Job/Task-Oriented Citizenship Behavior.” JOURNAL OF MANAGEMENT, vol. 40, no. 3, 2014, pp. 731–63, doi:10.1177/0149206311410605.
- APA
- Brebels, L., De Cremer, D., & Van Dijke, M. (2014). Using self-definition to predict the influence of procedural justice on organizational-, interpersonal-, and job/task-oriented citizenship behavior. JOURNAL OF MANAGEMENT, 40(3), 731–763. https://doi.org/10.1177/0149206311410605
- Chicago author-date
- Brebels, Lieven, David De Cremer, and Marius Van Dijke. 2014. “Using Self-Definition to Predict the Influence of Procedural Justice on Organizational-, Interpersonal-, and Job/Task-Oriented Citizenship Behavior.” JOURNAL OF MANAGEMENT 40 (3): 731–63. https://doi.org/10.1177/0149206311410605.
- Chicago author-date (all authors)
- Brebels, Lieven, David De Cremer, and Marius Van Dijke. 2014. “Using Self-Definition to Predict the Influence of Procedural Justice on Organizational-, Interpersonal-, and Job/Task-Oriented Citizenship Behavior.” JOURNAL OF MANAGEMENT 40 (3): 731–763. doi:10.1177/0149206311410605.
- Vancouver
- 1.Brebels L, De Cremer D, Van Dijke M. Using self-definition to predict the influence of procedural justice on organizational-, interpersonal-, and job/task-oriented citizenship behavior. JOURNAL OF MANAGEMENT. 2014;40(3):731–63.
- IEEE
- [1]L. Brebels, D. De Cremer, and M. Van Dijke, “Using self-definition to predict the influence of procedural justice on organizational-, interpersonal-, and job/task-oriented citizenship behavior,” JOURNAL OF MANAGEMENT, vol. 40, no. 3, pp. 731–763, 2014.
@article{4414791,
abstract = {{An integrative self-definition model is proposed to improve our understanding of how procedural justice affects different outcome modalities in organizational behavior. Specifically, it is examined whether the strength of different levels of self-definition (collective, relational, and individual) each uniquely interact with procedural justice to predict organizational, interpersonal, and job/task-oriented citizenship behaviors, respectively. Results from experimental and (both single and multisource) field data consistently revealed stronger procedural justice effects (1) on organizational-oriented citizenship behavior among those who define themselves strongly in terms of organizational characteristics, (2) on interpersonal-oriented citizenship behavior among those who define themselves strongly in terms of their interpersonal relationships, and (3) on job/task-oriented citizenship behavior among those who define themselves weakly in terms of their distinctiveness or uniqueness. We discuss the relevance of these results with respect to how employees can be motivated most effectively in organizational settings.}},
author = {{Brebels, Lieven and De Cremer, David and Van Dijke, Marius}},
issn = {{0149-2063}},
journal = {{JOURNAL OF MANAGEMENT}},
keywords = {{JOB-SATISFACTION,GROUP ENGAGEMENT MODEL,SOCIAL-EXCHANGE,FAIR PROCEDURES,EMPLOYEE CITIZENSHIP,CLEANUP TIME,IN-ROLE,METAANALYSIS,IDENTITY,COOPERATION,procedural justice,citizenship behavior,self-definition,self,self-regulation}},
language = {{eng}},
number = {{3}},
pages = {{731--763}},
title = {{Using self-definition to predict the influence of procedural justice on organizational-, interpersonal-, and job/task-oriented citizenship behavior}},
url = {{http://doi.org/10.1177/0149206311410605}},
volume = {{40}},
year = {{2014}},
}
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