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 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.
Liao
Hui
H
Rutgers, The State University of New Jersey, Piscataway, NJ 08854, USA. huiliao@smlr.rutgers.edu
Rupp
Deborah E
DE
D000328:Adult; D006801:Humans; D007400:Interprofessional Relations; D007588:Job Satisfaction; D016014:Linear Models; D008960:Models, Psychological; D015279:Organizational Culture; D010558:Personnel Loyalty; D010559:Personnel Management; D011590:Psychology, Industrial; D012935:Social Justice; D014481:United States