The effects of internal and external sources of justice on employee turnover intention and organizational citizenship behavior toward clients and workgroup members |
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Authors: | Christopher M. Harris James J. Lavelle Gary C. McMahan |
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Affiliation: | 1. School of Management, Texas Woman’s University, Denton, TX, USA charris17@twu.edu;3. Department of Management, College of Business Administration, University of Texas Arlington, Arlington, TX, USA |
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Abstract: | AbstractOrganizational justice research tends to focus on the effects of fair treatment from organizations or supervisors on employee attitudes and behaviors. Thus, there is a dearth of research on the effects of fair treatment attributable to other parties that employees interact with at work such as coworkers and clients. Controlling for organization-focused and supervisor-focused justice, results from our field study of employees working in a healthcare organization demonstrate that perceptions of client-focused fairness uniquely predicts supervisor ratings of employees organizational citizenship behavior toward clients and that perceptions of workgroup-focused justice uniquely predicts organizational citizenship behavior toward workgroups. Further, we find that client-focused justice perceptions uniquely predict employee turnover intention. |
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Keywords: | Organizational justice organizational citizenship behavior turnover |
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