Organizational Citizenship Behavior与Perceived justice之间关系的研究文献综述Word下载.docx

Organizational Citizenship Behavior与Perceived justice之间关系的研究文献综述Word下载.docx

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RelationshipBetweenOrganizationalJusticeandOrganizationalCitizenshipBehaviors:

DoFairnessPerceptionsInfluenceEmployeeCitizenship?

RobertH.Moorman

AstudyconductedbyRobertH.Moormanexaminedtherelationshipbetweenperceptionsoffairnessandorganizationalcitizenshipbehaviorsinasampledrawnfromtwofirmsinthemid-westernUnitedStates.Atheoreticalbasisforarelationshipbetweenfairnessandcitizenshipwasdrawnfromequitytheoryandothertheoriesofsocialexchange.StructuralequationanalysiswithLISREL7foundsupportforfourhypotheses,includingsupportforarelationshipbetweenperceptionsofproceduraljusticeandfouroffivecitizenshipdimensions.Conversely,perceptionsofdistributivejusticefailedtoinfluenceanydimensionofcitizenship.

Organizationaljusticeisthetermusedtodescribetheroleoffairnessasitdirectlyrelatestotheworkplace.Specifically,organizationaljusticeisconcernedwiththewaysinwhichemployeesdetermineiftheyhavebeentreatedfairlyintheirjobsandthewaysinwhichthosedeterminationsinfluenceotherwork-relatedvariables.Twosourcesoforganizationaljusticeareroutinelycited:

distributivejustice,whichdescribesthefairnessoftheoutcomesanemployeereceives;

andproceduraljustice,whichdescribesthefairnessoftheproceduresusedtodeterminethoseoutcomes（Folger&

Greenberg,1985）.Inessence,thebeliefofresearcherswhosupportthevalueoforganizationaljusticeisthatifemployeesbelievetheyaretreatedfairly,theywillbemorelikelytoholdpositiveattitudesabouttheirwork,theirworkoutcomes,andtheirsupervisors.Asevidencefortherelationshipbetweenproceduralanddistributivejusticeandavarietyoforganizationalvariables,Greenberg（1990b）citedstudiesbyAlexanderandRuderman（1987）,FolgerandKonovsky（1989）,FryxellandGordon（1989）,andGordonandFryxell（1989）.Amorefruitfulavenuethroughwhichrelationshipsbetweenperceptionsoffairnessandemployeebehaviormightbefoundincludesmorenontraditionaltypesofjobbehavior.Thesenontraditionalbehaviorsareon-the-jobbehaviorsthatarenotusuallycapturedbytraditionaljobdescriptionsandthusaremorelikelytobeunderpersonalcontrol（Organ,1977）.Onesuchexampleofnontraditionaljobbehaviorisorganizationalcitizenshipbehavior（OCB）.OCBsaredefinedaswork-relatedbehaviorsthatarediscretionary,notrelatedtotheformalorganizationalrewardsystem,and,intheaggregate,promotetheeffectivefunctioningoftheorganization（Organ,1988a）.AfivedimensionalmodelofOCBincludesaltruism,courtesy,sportsmanship,conscientiousness,andcivicvirtue.

RelationshipBetweenJusticeandCitizenship

ThebasisforOrgan'

sviewthatperceptionsoffairnessarerelatedtoOCBcanbefoundinhisreinterpretationoftherelationshipfoundbetweenjobsatisfactionandorganizationalcitizenship.Organ（1988a,1988b,1990）suggestedthattheempiricallysupportedrelationshipbetweenjobsatisfactionandOCBmaybebetterdescribedasonereflectingarelationshipbetweenperceptionsoffairnessandOCB.Onthebasisofareviewofthelifesatisfactionliteratureandareviewofcurrentjobsatisfactionmeasures,Organ（1988b）proposedthatthecognitivecomponentofjobsatisfactionthatappearstoberelatedtoOCBprobablyreflectstheinfluenceofperceptionsoffairness.Furthermore,whenjobsatisfactionandperceptionsoffairnessaremeasuredtogether,Organ（1988a）notedthat"

thelatter[tothedegreeitmorecleanlytapscognition]willexplainthemorevarianceinOCB"

（p.36）.Thisconclusionsuggeststhat,ifjobsatisfactionandperceptionsoffairnesswerebothmeasured,perceptionsoffairness,andnotjobsatisfaction,wouldberelatedtoOCB.Giventhenthatjobsatisfactionmaybemadeupofalargefairnesscomponent,whywouldfairnessitselfberelatedtoOCB?

Inhisrecentwork,Organ（1988b,1990）suggestedtworeasonswhyfairnesscouldpredictcitizenship.First,Adams（1965）proposedinequitytheorythatconditionsofunfairnesswillcreatetensionwithinaperson,whichheorshewillattempttoresolve.Organ（1988a）suggestedthatOCBcouldbeconsideredaninputforone'

sequityratioandthatraisingorloweringone'

slevelofOCBcouldbearesponsetoinequity.Organ（1988b）wentfurtherbypointingoutthatchangingOCBcouldbethestrategyofchoicebecauseOCBisdiscretionaryandliesoutsideofformalrolerequirements.Therefore,achangeinOCBinresponsetoinequitywouldverylikelybesaferthantryingtochangebehaviorinlinewithformalrolerequirementsand,ifnotsafer,atleastwouldbedirectlyunderpersonalcontrol.AsecondreasonwhyperceptionsoffairnesscouldberelatedtoOCBoriginatesfromBlau'

s（1964）definitionofadifferencebetweeneconomicandsocialexchange.Organ（1988b）believedthatfairnessperceptionsmayinfluenceOCBbypromptinganemployeetodefinehisorherrelationshipwiththeorganizationasoneofsocialexchange.Becausesocialexchangeexistsoutsidestrictcontracts,theexchangetendstowardambiguity,allowingfordiscretionary,prosocialactsbytheemployee.Organ（1988b）wrote"

theinherentambiguityofsuchasystemfreestheindividualtocontributeindiscretionaryfashionwithoutthinkingthatthiswillbeacquiescencetoexploitation"

（p.553）.Therefore,ifemployeesconsiderthemselvesinconditionsofsocialexchange,theymaybemorelikelytoexhibitOCB.Centraltothisideathatcitizenshipmaybepartofsocialexchangeistherelativeeaseordifficultyofexchangingsocialrewards.FoaandFoa（1974,1980）notedthatnotallsocialrewardsareequallyexchangeableandestablishedaresourceconfigurationrepresentingtherelativelikelihoodthatspecificresourcesmightbeexchanged.Thoseresourcesthatareproximalinstructurearetheonesmostlikelytobeexchangedforeachother.ThevalueofOCBisthatspecificactsofcitizenshipcanbedescribedasexamplesofeitherinformationresourcesorserviceresources.BecausethesetworesourcesareoppositeeachotherinFoaandFoa'

s（1974,1980）configuration,theotherfourresourcesareproximalinsomewaytoOCB.Therefore,OCBappearstobeareasonableandlikelywayinwhichanemployeecanexchangethesocialrewardsbroughtonbyperceptionsoffairness.SomeempiricalsupportexistsfortheinfluenceofperceptionsoffairnessonOCB.StudiesbyDittrichandCarroll（1979）andScholl,Cooper,andMcKenna（1987）foundthatperceptionsofjobequityandpayequityweresignificantlycorrelatedwithextrarolebehavior.Inaddition,Konovsky&

Folger（1991）presentedpreliminaryevidenceforarelationshipbetweenproceduraljusticeandaltruism.Finally,recentworkbyFarh,Podsakoff,andOrgan（1990）specificallystudiedtherelationshipbetweenfairness,satisfaction,andOCB.Thoughfairnesswasmeasuredindirectlyfromreportsofleadercontingentrewardbehavior,leadersupportiveness,andparticipativeleaderbehavior,fairnesswasfoundtoberelatedtoatwo-factormodelofOCB.Insummary,thestudiesbyDittrichandCarroll（1979）,Scholletal.（1987）,KonovskyandFolger（1991）andFarhetal.（1990）andtheconceptualrationaleproposedbyOrgan（1988a,1988b,1990）providesupportforarelationshipbetweenperceptionsoffairnessandOCB.Thepurposeofthisstudywastotesttherelationshipbetweenperceptionsoforganizationaljustice（intheformofdistributivejusticeandproceduraljustice）anddimensionsofcitizenshipbehavior.CausalmodelscontainingpathsbetweendimensionsoffairnessandOCBweretested.Inaddition,becauseofOrgan'

s（1988a）suggestionthattherelationshipbetweenjobsatisfactionandOCBmayreflectinsteadarelationshipbetweenperceptionsoffairnessandOCB,causalpathsbetweenthedimensionsoffairnessandjobsatisfaction,andjobsatisfactionandOCBwerealsotested.Thespecifichypotheseswereasfollows:

1.WhentheeffectsofperceptionsoforganizationaljusticeonOCBarecontrolled,jobsatisfactionwillnotinfluencethedimensionsofOCB.2.PerceptionsoforganizationaljusticewillpositivelyinfluencethedimensionsofOCB.3.Perceptionsoforganizationaljusticewillpositivelyinfluencejobsatisfaction.Onefinalpointofinterestinthisstudywasthepossiblecausalrelationshipbetweenproceduralanddistributivejustice.Eventhoughrelativelyhighcorrelationshavebeenreportedbetweendistributiveandproceduraljustice,mostworkwithorganizationaljusticehasnotexploredanycausalrelationshipbetweenthetwo.Forexample,FolgerandKonovsky（1989）testedfordifferentialeffectsbetweenproceduralanddistributivejustice,buttheylookedateachfairnesssourceseparately.However,sometheoreticalevidenceexistsforacausalrelationshipbetweenproceduralanddistributivejustice.Forexample,Leventhal（1980）suggestedthatproceduraljusticeperceptionsinfluencedsubsequentperceptionsofdistributivejustice.Hewrote

Anindividualreadilyevaluatesthefairnessofproceduralcomponents,and...suchevaluationsaffecttheperceivedfairnessofthefinaldistributionofreward.Iftheproceduresareseenasfair,thenthefinaldistributionislikelytobeacceptedasfaireventhoughitmaybedisadvantageous,（p.36）

Also,Greenberg（1987）foundthatwhenoutcomeswereconsideredlow（unfair）,justprocedurespromptedanincreaseinthemeanperceivedfairnessratingofanoutcome.Conversely,afairprocedurewasperceivedasfairregardlessoftheoutcomelevel.Takentogether,thesefindingssuggestthatacausalpathfromproceduraljusticetodistributivejusticemaybeappropriate.Therefore,Hypothesis4wasasfollows:

4.Perc