Author:
Bish Adelle J.,Bradley Lisa M.,Sargent Leisa D.
Abstract
The present study examined the effects of rewarding contextual performance with career development activities on perceptions of justice. Participants (264) read vignettes which gave information regarding two colleagues in a large retail store who applied for a career development activity. Type of career development activity, level of contextual performance, and the development activity recipient was varied across the vignettes. Results indicated that participants believed there was greater justice when they themselves received the development activity, irrespective of whose performance was higher. Participants were also more satisfied and had greater interest in pursuing a career in the organization when they themselves received the development opportunity, especially for organizationally‐oriented activities. Happiness completely mediated the relationship between who received the career development activity and both procedural and distributive justice. Implications of these findings for organizational justice and careers research, as well as for managers, are discussed.
Subject
Organizational Behavior and Human Resource Management,Social Sciences (miscellaneous)
Reference50 articles.
1. Adams, J.S. (1965), “Inequity in social exchange”, in Berkowitz, L. (Ed.), Advances in Experimental Social Psychology, Vol. 2, Academic Press, New York, NY, pp. 267‐99.
2. Arthur, M.B. (1994), “The boundaryless career: a new perspective for organizational enquiry”, Journal of Organizational Behavior, Vol. 15 No. 4, pp. 295‐306.
3. Arthur, M.B. and Rousseau, D.M. (1996), The Boundaryless Career: A New Employment Principle for a New Organizational Era, Oxford University Press, New York, NY.
4. Baron, R.M. and Kenny, D.A. (1986), “The moderator‐mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, Vol. 51 No. 6, pp. 1173‐82.
5. Bies, R.J. and Moag, J.F. (1986), “Interactional justice: communication criteria of fairness”, in Lewicki, R.J., Sheppard, B.H. and Bazerman, M.H. (Eds), Research on Negotiations in Organizations, Vol. 1, JAI Press, Greenwich, CT, pp. 43‐55.
Cited by
5 articles.
订阅此论文施引文献
订阅此论文施引文献，注册后可以免费订阅5篇论文的施引文献，订阅后可以查看论文全部施引文献