Procedural justice as a moderator of the relationship between organizational change intensity and commitment to organizational change

Lee Kyootai; Sharif Monica; Scandura Terri; Kim Jongweon

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Procedural justice as a moderator of the relationship between organizational change intensity and commitment to organizational change

机译：程序正义作为组织变革强度与组织变革承诺之间关系的调节者

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Purpose - The purpose of this paper is to investigate how and why different forms of organizational change have different levels of organizational intensity, which in turn differentiate its impact on commitment to organizational change (COC). Its purpose is to also identify how procedural justice can reduce change-related stress and buffer the strain inducing effects of job demands.

机译：目的-本文的目的是研究不同形式的组织变革如何以及为何具有不同程度的组织强度，从而区分其对组织变革承诺（COC）的影响。其目的还在于确定程序正义如何减少与变革相关的压力并缓解因工作需求而导致的压力。

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来源
《Journal of organizational change management》 |2017年第4期|501-524|共24页
作者
Lee Kyootai; Sharif Monica; Scandura Terri; Kim Jongweon;
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作者单位

Sogang Univ, Grad Sch Management Technol, Seoul, South Korea;

San Francisco State Univ, Dept Management, San Francisco, CA 94132 USA;

Univ Miami, Dept Management, Coral Gables, FL 33124 USA;

Dong Eui Univ, Dept Management Informat Syst, Busan, South Korea;

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正文语种 eng
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关键词
Procedural justice; Commitment to organizational change; Organizational change frequency; Organizational change intensity; Organizational change severity;

机译：程序正义;致力于组织变革;组织变革频率;组织变革强度;组织变革的严重性;

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5. Organizational change and organizational justice: Assessing the impact on organizational commitment, change-oriented organizational citizenship behavior, and attitude toward future change. [D] . Imberman, Maya D. 2009

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6. Work-related moderators of the relationship between organizational change and sickness absence: a longitudinal multilevel study [O] . Anniken Grønstad, Lars Erik Kjekshus, Trond Tjerbo, 2020

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8. Exchange Ideology as a Moderator of the Procedural Justice-Satisfaction Relationship. [R] . Witt, L. A., Broach, D. 1991

机译：交换意识形态作为程序正义 - 满意关系的主持人。

Procedural justice as a moderator of the relationship between organizational change intensity and commitment to organizational change

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