Abstract
This study examined whether personal value orientation moderated the relationships between perceived organizational justice and its three hypothesized consequences: group pride, respect within the group, and turnover intentions. On the basis of conceptual correspondences between self-enhancement and self-transcendence values of Schwartz's value typology and previous conceptualizations of distributive and procedural justice two hypotheses were developed and tested with a sample of 160 employees of a research organization. It was predicted and found that relationships between distributive justice and outcome variables were stronger among people who were high in self-enhancement values (power, achievement). The relationships between procedural justice and outcome variables, by contrast, were predicted to be stronger among those high in self-transcendence values (universalism, benevolence). Our results provided no support for the latter hypothesis.
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Lipponen, J., Olkkonen, ME. & Myyry, L. Personal Value Orientation as a Moderator in the Relationships Between Perceived Organizational Justice and Its Hypothesized Consequences. Social Justice Research 17, 275–292 (2004). https://doi.org/10.1023/B:SORE.0000041294.68845.0f
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DOI: https://doi.org/10.1023/B:SORE.0000041294.68845.0f