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首页> 外文期刊>Journal of Management >Using Self-Definition to Predict the Influence of Procedural Justice on Organizational-,Interpersonal-, and Job/Task-Oriented Citizenship Behavior
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Using Self-Definition to Predict the Influence of Procedural Justice on Organizational-,Interpersonal-, and Job/Task-Oriented Citizenship Behavior

机译：使用自我定义来预测程序正义对组织，人际和工作/任务导向的公民行为的影响

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摘要

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.
机译：提出了一种综合自定义模型，以增进我们对程序正义如何影响组织行为中不同结果模式的理解。具体而言，将检查不同级别的自定义（集体，关系和个人）的强度是否分别与程序正义相互影响，以分别预测组织，人际关系和工作/任务导向的公民行为。实验和（单源和多源）实地数据的结果一致显示，程序公正性效应更强（1）在根​​据组织特征强烈定义自己的人群中对以组织为导向的公民行为，（2）在这些人群中以人际为导向的公民行为他们在人际关系方面定义自己，（3）在以工作/任务为导向的公民行为方面，那些在其独特性或独特性方面定义不足的人。我们讨论了这些结果与如何在组织环境中最有效地激励员工有关。

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