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  1. Examining the construct of organizational justice: A meta-analytic evaluation of relations with work attitudes and behaviors. [REVIEW]Chockalingam Viswesvaran & Deniz S. Ones - 2002 - Journal of Business Ethics 38 (3):193 - 203.
    The nomological net for the construct of organizational justice was investigated. The estimated true score correlation between procedural and distributive justice (N = 4,696, K = 16) was 0.66. The patterns of correlations of both procedural and distributive justice with job satisfaction, OCB, commitment, and productivity were also meta-analytically estimated. Procedural justice was associated to a greater extent than distributive justice with organizational commitment, organizational citizenship behaviors and productivity. Distributive and procedural justice correlated similarly with job satisfaction. Partial correlations and (...)
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  • Building an Inclusive Diversity Culture: Principles, Processes and Practice.Nicola Pless & Thomas Maak - 2004 - Journal of Business Ethics 54 (2):129-147.
    In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years. In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments. However, many organizations have been disappointed with the results they have achieved in their efforts to meet the diversity challenge [Cox: 2001, Creating the Multicultural Organization (Jossey-Bass, San Francisco)]. We see the reason for this in the fact that (...)
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  • When organizations break their promises: Employee reactions to unfair processes and treatment.Jill Kickul - 2001 - Journal of Business Ethics 29 (4):289-307.
    Research has shown that the strongest reactions to organizational injustice occur when an employee perceives both unfair outcomes (distributive injustice) and unfair and unethical procedures and treatment. Utilizing the Referent Cognitions Theory (RCT) framework, this study investigates how a form of distributive injustice, psychological contract breach, along with procedural and interactional injustice influences employees'' negative attitudes and behaviors. More specifically, the interactional effects of these forms of injustices should be notably greater than those exhibited when an employee of the organization, (...)
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