Age and trust as moderators in the relation between procedural justice and turnover: a large-scale longitudinal study

Item does not contain fulltextThe current study investigated the moderating roles of age and trust in the relation of procedural justice with turnover. It was expected that the relation between procedural justice and turnover was weaker for older workers and those with high prior trust in their leader. Older workers are better at regulating their emotions, and focus more on positive aspects of their relationships with others, and therefore react less intensely to unfair treatment. Moreover, people with high trust are more likely to attribute unfair treatment to circumstances instead of deliberate intention than people with low trust. Finally, we expected a three-way interaction between age, trust, and procedural justice in relation to turnover, where older workers with high trust would have less strong reactions than younger workers and older workers with low trust. Results from a three-wave longitudinal survey among 1,597 Dutch employees indeed revealed significant interactions between trust and procedural justice in relation to turnover. Furthermore, the three-way interaction was significant, with negative relations for younger workers, but a non-significant relation was found for older workers with low trust. Contrary to expectations, negative relations were found between procedural justice and turnover for older workers with high trust

The Precursors and Products of Justice Climates: Group Leader Antecedents and Employee Attitudinal Consequences

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of three types of justice climates (e.g., procedural, interpersonal, and informational), and the moderating effects of these climates on individual level justice- attitude relationships. Largely consistent with the theoretically-derived hypotheses, the results showed that leader (a) agreeableness was positively related to procedural, interpersonal and informational justice climates, (b) conscientiousness was positively related to a procedural justice climate, and (c) neuroticism was negatively related to all three types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high

When hospitals provide HR practices tailored to older nurses, will older nurses stay? It may depend on their supervisor

This longitudinal study tested a model of the mechanisms through which HR practices are linked to older nurses\u27 intention to remain with their hospital. The participants were 528 registered nurses aged 45 to 67 years. The study focused on two HR practices, flexible work options and performance evaluation practices, which are more directly under the influence of the immediate supervisor. Supervisor-related procedural justice mediated the relationship between the HR practices and perceived supervisor support (PSS), and in turn, PSS was associated with enhanced perceived organisational support (POS). POS partially mediated the relationship between PSS and affective commitment, and affective commitment fully mediated the relationship between POS and older nurses\u27 intention to remain with their hospital. The findings indicated that fostering older nurses\u27 commitment and ultimately retention requires HR practices relevant to older nurses, supportive and fair supervisors, and a hospital that values their contribution and cares about their well-being

A large-scale examination of the effectiveness of anonymous marking in reducing group performance differences in higher education assessment

The present research aims to more fully explore the issues of performance differences in higher education assessment, particularly in the context of a common measure taken to address them. The rationale for the study is that, while performance differences in written examinations are relatively well researched, few studies have examined the efficacy of anonymous marking in reducing these performance differences, particularly in modern student populations. By examining a large archive (N = 30674) of assessment data spanning a twelve-year period, the relationship between assessment marks and factors such as ethnic group, gender and socio-environmental background was investigated. In particular, analysis focused on the impact that the implementation of anonymous marking for assessment of written examinations and coursework has had on the magnitude of mean score differences between demographic groups of students. While group differences were found to be pervasive in higher education assessment, these differences were observed to be relatively small in practical terms. Further, it appears that the introduction of anonymous marking has had a negligible effect in reducing them. The implications of these results are discussed, focusing on two issues, firstly a defence of examinations as a fair and legitimate form of assessment in Higher Education, and, secondly, a call for the re-examination of the efficacy of anonymous marking in reducing group performance differences

Willing and able: action-state orientation and the relation between procedural justice and employee cooperation

Existing justice theory explains why fair procedures motivate employees to adopt cooperative goals, but it fails to explain how employees strive towards these goals. We study self-regulatory abilities that underlie goal striving; abilities that should thus affect employees’ display of cooperative behavior in response to procedural justice. Building on action control theory, we argue that employees who display effective self-regulatory strategies (action oriented employees) display relatively strong cooperative behavioral responses to fair procedures. A multisource field study and a laboratory experiment support this prediction. A subsequent experiment addresses the process underlying this effect by explicitly showing that action orientation facilitates attainment of the cooperative goals that people adopt in response to fair procedures, thus facilitating the display of actual cooperative behavior. This goal striving approach better integrates research on the relationship between procedural justice and employee cooperation in the self-regulation and the work motivation literature. It also offers organizations a new perspective on making procedural justice effective in stimulating employee cooperation by suggesting factors that help employees reach their adopted goals

Motivação docente: estudo bibliométrico da relação com variáveis individuais, organizacionais e atitudes laborais

Teachers' motivation is essential to the success of educational policies. When studying this concept, it is necessary to examine school and teacher characteristics. Due to the relevance of this theme, it becomes crucial to analyze the body of research conducted about it, taking into account organizational variables -as schools are organizations-but also psychological capital and work satisfaction. Therefore, a bibliometric study was conducted using Web of Science (WoS) database, having defined the search period for the years 2000-2013 and only considering works that belong to the psychology field. 33 documents in total fulfilled the inclusion criteria, where it was verified that: (a) 2012 was the year with most publications; (b) work satisfaction was the concept which was most frequently studied, along with teacher motivation; (c) the educational psychology category had the most documents; and (d) English was the dominant language in these works. The United States of America and Canada obtained the highest values in the following bibliometric indicators: number of documents (Ndoc) and number of researchers (Nres), and Israel had a higher level of productivity (Prod) than the other countries. The results and their implications are discussed. Copyright (C) 2014, Konrad Lorenz University Foundation. Published by Elsevier Espana, S.L.U. This is an open-access article distributed under the terms of the Creative Commons CC BY-NC ND Licence (http://creativecommons.org/licenses/by-nc-nd/3.0/).A motivação dos professores é essencial para o sucesso das políticas educativas. Ao estudar-se a motivação docente é necessário examinar características da escola e do professor. Devido à importância deste tema, torna-se fulcral analisar as investigações efetuadas sobre o mesmo, levando em conta variáveis organizacionais, dado que a escola é uma organização, mas também o capital psicológico positivo e a satisfação no trabalho. Assim, recorreu-se a um estudo bibliométrico utilizando-se a base de dados Web of Science (WoS), onde se definiu o período de pesquisa para os anos 2000-2013 e se consideraram unicamente os trabalhos pertencentes à área da psicologia. No total, 33 documentos cumpriram os critérios de inclusão, verificando-se que: (a) 2012 foi o ano com mais publicações; (b) a satisfação no trabalho foi o construto mais estudado com a motivação docente; (c) a categoria psicologia educacional registou mais documentos; e (d) o inglês foi a língua dominante nestes trabalhos. Os Estados Unidos da América e o Canadá obtiveram os valores mais elevados nos indicadores bibliométricos número de documentos (Ndoc) e número de investigadores (Nres), apresentando Israel uma produtividade (Prod) superior à dos restantes países. Estes resultados são discutidos, bem como as principais implicações dos mesmos

Using self-definition to predict the influence of procedural justice on organizational, interpersonal, and job/task-oriented citizenship behaviors

An integrative self-definition model is proposed to improve our understanding of how procedural justice affects different outcome modalities in organizational behavior. Specifically, it is examined whether the strength of different levels of self-definition (collective, relational, and individual) each uniquely interact with procedural justice to predict organizational, interpersonal, and job/task-oriented citizenship behaviors, respectively. Results from experimental and (both single and multisource) field data consistently revealed stronger procedural justice effects (1) on organizational-oriented citizenship behavior among those who define themselves strongly in terms of organizational characteristics, (2) on interpersonal-oriented citizenship behavior among those who define themselves strongly in terms of their interpersonal relationships, and (3) on job/task-oriented citizenship behavior among those who define themselves weakly in terms of their distinctiveness or uniqueness. We discuss the relevance of these results with respect to how employees can be motivated most effectively in organizational settings

Signaling in Secret: Pay-for-Performance and the Incentive and Sorting Effects of Pay Secrecy

Key Findings: Pay secrecy adversely impacts individual task performance because it weakens the perception that an increase in performance will be accompanied by increase in pay; Pay secrecy is associated with a decrease in employee performance and retention in pay-for-performance systems, which measure performance using relative (i.e., peer-ranked) criteria rather than an absolute scale (see Figure 2 on page 5); High performing employees tend to be most sensitive to negative pay-for- performance perceptions; There are many signals embedded within HR policies and practices, which can influence employees’ perception of workplace uncertainty/inequity and impact their performance and turnover intentions; and When pay transparency is impractical, organizations may benefit from introducing partial pay openness to mitigate these effects on employee performance and retention

Prosocial thinkers and the social transmission of justice

Feeling the sting of another’s injustice is a common human experience. We adopt a motivated information processing approach and explore how individual differences in social motives (e.g., high vs. low collectivism) and epistemic motives (e.g., high vs. low need for closure) drive individuals’ evaluative and behavioral reactions to the just and unjust treatment of others. In two studies, one in the laboratory (N = 78) and one in the field (N = 163), we find that the justice treatment of others has a more profound influence on the attitudes and behaviors of prosocial thinkers, people who are chronically higher (vs. lower) in collectivism and lower (vs. higher) in the need for closure. In all, our results suggest that chronically higher collectivism and a lower need for closure work in concert to make another’s justice relevant to personal judgment and behavior.Peer Reviewedhttps://deepblue.lib.umich.edu/bitstream/2027.42/138317/1/ejsp2256.pdfhttps://deepblue.lib.umich.edu/bitstream/2027.42/138317/2/ejsp2256_am.pd