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Article: Relationship between organizational justice and employee work outcomes: A cross-national study

TitleRelationship between organizational justice and employee work outcomes: A cross-national study
Authors
Issue Date2003
PublisherJohn Wiley & Sons Ltd. The Journal's web site is located at http://www3.interscience.wiley.com/cgi-bin/jabout/4691/ProductInformation.html
Citation
Journal Of Organizational Behavior, 2003, v. 23 n. 1, p. 1-18 How to Cite?
AbstractThis study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power distance index, and most of these study participants were in the U.S. (versus Hong Kong) sample. Limitations of the study and the implications of the findings for managing cross-culturally are discussed. Copyright © 2001 John Wiley & Sons, Ltd.
Persistent Identifierhttp://hdl.handle.net/10722/85918
ISSN
2015 Impact Factor: 2.986
2015 SCImago Journal Rankings: 2.412
ISI Accession Number ID
References

 

DC FieldValueLanguage
dc.contributor.authorLam, SSKen_HK
dc.contributor.authorSchaubroeck, Jen_HK
dc.contributor.authorAryee, Sen_HK
dc.date.accessioned2010-09-06T09:10:44Z-
dc.date.available2010-09-06T09:10:44Z-
dc.date.issued2003en_HK
dc.identifier.citationJournal Of Organizational Behavior, 2003, v. 23 n. 1, p. 1-18en_HK
dc.identifier.issn0894-3796en_HK
dc.identifier.urihttp://hdl.handle.net/10722/85918-
dc.description.abstractThis study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power distance index, and most of these study participants were in the U.S. (versus Hong Kong) sample. Limitations of the study and the implications of the findings for managing cross-culturally are discussed. Copyright © 2001 John Wiley & Sons, Ltd.en_HK
dc.languageengen_HK
dc.publisherJohn Wiley & Sons Ltd. The Journal's web site is located at http://www3.interscience.wiley.com/cgi-bin/jabout/4691/ProductInformation.htmlen_HK
dc.relation.ispartofJournal of Organizational Behavioren_HK
dc.rightsJournal of Organizational Behavior. Copyright © John Wiley & Sons Ltd.en_HK
dc.titleRelationship between organizational justice and employee work outcomes: A cross-national studyen_HK
dc.typeArticleen_HK
dc.identifier.openurlhttp://library.hku.hk:4550/resserv?sid=HKU:IR&issn=0894-3796&volume=23&issue=1&spage=1&epage=18 Volume lead article&date=2002&atitle=Relationship+Between+Organizational+Justice+and+Employee+Work+Outcomes:+A+Cross-National+Studyen_HK
dc.identifier.emailLam, SSK: simonlam@hku.hken_HK
dc.identifier.authorityLam, SSK=rp01071en_HK
dc.description.naturelink_to_subscribed_fulltext-
dc.identifier.doi10.1002/job.131en_HK
dc.identifier.scopuseid_2-s2.0-0142123277en_HK
dc.identifier.hkuros69137en_HK
dc.relation.referenceshttp://www.scopus.com/mlt/select.url?eid=2-s2.0-0142123277&selection=ref&src=s&origin=recordpageen_HK
dc.identifier.volume23en_HK
dc.identifier.issue1en_HK
dc.identifier.spage1en_HK
dc.identifier.epage18en_HK
dc.identifier.isiWOS:000173618600001-
dc.publisher.placeUnited Kingdomen_HK
dc.identifier.scopusauthoridLam, SSK=35218940100en_HK
dc.identifier.scopusauthoridSchaubroeck, J=7003293292en_HK
dc.identifier.scopusauthoridAryee, S=7003279269en_HK

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