A Mulifoci Approach Connecting Organizational Justice to Job Satisfaction
The present study investigated the extent to which organizational justice researchers have specified the source of justice in their measures of employee fairness, as well as the potential confounds that have been created by not specifying source. Justice research has traditionally focused on three types of fairness judgments: distributive, procedural, and interactional. However, research has emerged demonstrating that the object of justice judgments might not be as important as their source (e.g., the individual or entity that is held accountable for the unjust act) . Sources can include the organization, supervisor, co-worker, customer, and so on. Research has shown that employees may reciprocate the fairness emanating from these differential sources via attitudes and behaviors directed at the source. The specific job attitude that was focused on in this study was job satisfaction. By revisiting past organizational justice research, we have found that source-based judgments provides a stronger relationship to job satisfaction than type-based judgments. In doing so, we have gained a better understanding of organizational justice and its effect on employee well-being.
School:
California State Univeristy Northridge
Department:
Psychology
Research Advisor:
Deborah E. Rupp
Department of Research Advisor:
Institute of labor and Industrial Relations
Year of Publication:
2007