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Who Cares About Justice? The Moderating Effect Of Values On The Link Between Organisational Justice And Work Behaviour

R. Fischer, P. B. Smith
Published 2006 · Sociology

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On s’est demande, dans cette recherche, si les valeurs moderent la relation entre les perceptions de la justice procedurale et les variables d’intervention au travail. Selon le modele relationnel d’autorite (Tyler et Lind 1992), l’effet de la justice procedurale sur l’engagement dans l’organisation, sur les aspects facilitants et dynamiques du comportement extra-role dependraient des orientations axiologiques des individus. Les resultats montrent que les employes de structures britanniques et germaniques qui font montre d’ouverture au changement (Schwartz 1992) sont plus influences dans leur engagement dans leur entreprise et le comportement extra-role par l’absence de justice percue que ceux qui n’endossent pas les valeurs d’ouverture au changement. Les effets du comportement extra-role etaient plus forts parmi les sujets britanniques. Les valeurs de conservation attenuent la relation entre la justice et l’engagement dans l’organisation uniquement chez les Allemands. Ces resultats permettent de mieux comprendre la facon dont la mesure des valeurs peut expliquer des differences culturelles dans les effets de la perception de la justice. This study examined whether values moderate the relationship between procedural justice perceptions and work outcome variables. Based on the relational model of authorities (Tyler & Lind, 1992), it was predicted that the effect of procedural justice on organisational commitment and on self-reported compliant and proactive aspects of extra-role behaviour would depend on the value orientations of individuals. It was found that employees from British and German organisations who endorsed Schwartz's (1992) openness to change values were more influenced in their organisational commitment and compliant extra-role behaviour by the absence of perceived justice than those who do not endorse openness values. The effects found for extra-role behaviour were stronger among UK respondents. Conservation values moderated the relation between justice and organisational commitment only among Germans. These moderation findings extend our understanding of the way that value measures can explain cultural differences in the effects of perceived organisational justice.
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