The Impact of Justice Climate and Justice Orientation on Work Outcomes A Cross-Level Multifoci Framework

In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to cre...

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Published in	Journal of applied psychology Vol. 90; no. 2; pp. 242 - 256
Main Authors	Liao, Hui, Rupp, Deborah E
Format	Journal Article
Language	English
Published	Washington, DC American Psychological Association 01.03.2005
Subjects	Adult Applied psychology Biological and medical sciences Business and Industrial Personnel Citizenship Employees Employment Female Fundamental and applied biological sciences. Psychology Human Humans Impact analysis Interprofessional Relations Job Satisfaction Justice Linear Models Male Models, Psychological Occupational psychology Organizational Behavior Organizational citizenship behaviour Organizational Commitment Organizational Culture Organizational justice Organizations Perceptions Personnel Loyalty Personnel Management Procedural Justice Psychology Psychology, Industrial Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Social Justice Studies United States USA Work condition. Job performance. Stress Work environment Work place Working groups United States United States > US Human Justice Occupational environment Work place Employee Social climate
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Abstract	In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed.
AbstractList	In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed. [PUBLICATION ABSTRACT] In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed. Reprinted by permission of the American Psychological Association In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed. In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed. (Original abstract) In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved) (Source: journal abstract)
Author	Liao, Hui Rupp, Deborah E
Author_xml	– sequence: 1 givenname: Hui surname: Liao fullname: Liao, Hui organization: School of Management and Labor Relations, Rutgers, The State University of New Jersey – sequence: 2 givenname: Deborah E surname: Rupp fullname: Rupp, Deborah E organization: Department of Psychology and Institute of Labor and Industrial Relations, University of Illinois at Urbana-Champaign
BackLink	http://pascal-francis.inist.fr/vibad/index.php?action=getRecordDetail&idt=16663364$$DView record in Pascal Francis https://www.ncbi.nlm.nih.gov/pubmed/15769235$$D View this record in MEDLINE/PubMed
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Snippet	In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types...
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SubjectTerms	Adult Applied psychology Biological and medical sciences Business and Industrial Personnel Citizenship Employees Employment Female Fundamental and applied biological sciences. Psychology Human Humans Impact analysis Interprofessional Relations Job Satisfaction Justice Linear Models Male Models, Psychological Occupational psychology Organizational Behavior Organizational citizenship behaviour Organizational Commitment Organizational Culture Organizational justice Organizations Perceptions Personnel Loyalty Personnel Management Procedural Justice Psychology Psychology, Industrial Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Social Justice Studies United States USA Work condition. Job performance. Stress Work environment Work place Working groups
Subtitle	A Cross-Level Multifoci Framework
Title	The Impact of Justice Climate and Justice Orientation on Work Outcomes
URI	http://psycnet.apa.org/journals/apl/90/2/242 https://www.ncbi.nlm.nih.gov/pubmed/15769235 https://www.proquest.com/docview/213939458 https://www.proquest.com/docview/614404576 https://search.proquest.com/docview/38054887 https://search.proquest.com/docview/57219248 https://search.proquest.com/docview/67515144
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