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Titolo:
Distributive and procedural justice as predictors of employee outcomes in Hong Kong
Autore:
Fields, D; Pang, M; Chiu, C;
Indirizzi:
Regent Univ, Sch Business, Virginia Beach, VA 23464 USA Regent Univ Virginia Beach VA USA 23464 ess, Virginia Beach, VA 23464 USA City Univ Hong Kong, Dept Management, Hong Kong, Hong Kong, Peoples R China City Univ Hong Kong Hong Kong Hong Kong Peoples R China Peoples R China City Univ Hong Kong, Dept Appl Social Studies, Hong Kong, Hong Kong, Peoples R China City Univ Hong Kong Hong Kong Hong Kong Peoples R China Peoples R China
Titolo Testata:
JOURNAL OF ORGANIZATIONAL BEHAVIOR
fascicolo: 5, volume: 21, anno: 2000,
pagine: 547 - 562
SICI:
0894-3796(200008)21:5<547:DAPJAP>2.0.ZU;2-W
Fonte:
ISI
Lingua:
ENG
Soggetto:
GROUP-VALUE MODEL; UNITED-STATES; SATISFACTION; DETERMINANTS; PREFERENCES; ALLOCATION; IMPACT; GENDER; PAY;
Tipo documento:
Article
Natura:
Periodico
Settore Disciplinare:
Social & Behavioral Sciences
Citazioni:
44
Recensione:
Indirizzi per estratti:
Indirizzo: Fields, D Regent Univ, Sch Business, 1000 Regent Univ Dr, Virginia Beach, VA 23464 USA Regent Univ 1000 Regent Univ Dr Virginia Beach VA USA 23464 USA
Citazione:
D. Fields et al., "Distributive and procedural justice as predictors of employee outcomes in Hong Kong", J ORG BEHAV, 21(5), 2000, pp. 547-562

Abstract

This study examines the extent to which employee judgments about distributive and procedural justice predict job satisfaction, intent to stay and evaluation of supervision in Hong Kong. Distributive and procedural justice each plays a role in determining work outcomes of Kong Kong employees. However, some effects of these justice variables differ from results of previous studies in the United States (U.S.). First, in previous U.S. studies, procedural justice moderates the relationship of distributive justice with evaluation of supervision, but not with job satisfaction or intent to stay. For Hong Kong employees, procedural justice moderates the effects of distributive justice on job satisfaction and intent to stay, but not on evaluation ofsupervision. Second, previous U.S. studies have shown that procedural justice has a larger effect on work outcomes for women, while distributive justice has larger effects on outcomes for men. For Hong Kong employees, the effects of procedural and distributive justice are about the same for men andwomen, Differences in the effects of distributive and procedural justice between Hong Kong and the U.S, may reflect cultural dimensions, such as collectivism/individualism and power distance, as well as the relative availability of rewards for women in the work force. Practical implications and future research directions are discussed. Copyright (C) 2000 John Wiley & Sons, Ltd.

ASDD Area Sistemi Dipartimentali e Documentali, Università di Bologna, Catalogo delle riviste ed altri periodici
Documento generato il 24/11/20 alle ore 14:30:06