Voice and Culture: A Prospect Theory Approach
The present study examines the congruence of individuals' minimum preferred amounts of voice with the prospect theory value function across nine countries. Accounting for previously ignored minimum preferred amounts of voice and actual voice amounts integral to testing the steepness of gain and loss functions explicated in prospect theory, we use curve fitting to show that ratings of procedural justice fit prospect theory's value function specifically. Further, we investigate the form of this function across nine countries that range in power distance. Results suggest that the form of the value function is congruent with prospect theory, showing an S-shaped curve that is steeper in the loss…
La validación del clima de justicia y de la justicia entre compañeros en un entorno real de trabajo
Abstract In this study we tested the validity of justice climate and peer justice, measured as second-order constructs, in a real work setting. First, we investigated the appropriateness of aggregating first-order facets of justice climate and peer justice to work-unit level of analysis. Second, we examined the construct validity of justice climate and peer justice as two different factor structures. Third, we tested the hierarchical structure of justice climate and peer justice as second-order factors. Finally, we examined the predictive validity of second-order factors justice climate and peer justice within a nomological network composed of reciprocity with the supervisor and reciprocity…
Unit-level fairness and quality within the health care industry: A justice–quality model
We test a justice–quality model in which peer justice and justice climate are related to the service quality provided by the work unit. Based on the effort–reward imbalance model, we propose that units perceiving fair treatment provide better delivery of the core service (functional service quality) and better relational service beyond the core service (relational service quality). We also test whether the cross-level relationship of high service quality delivered by work units translates into high customer ratings of the service quality they receive. Furthermore, we propose that high service quality increases the work unit’s influence on their customers’ quality of life (QoL). We test thes…
Validating justice climate and peer justice in a real work setting
In this study we tested the validity of justice climate and peer justice, measured as second-order constructs, in a real work setting. First, we investigated the appropriateness of aggregating first-order facets of justice climate and peer justice to work-unit level of analysis. Second, we examined the construct validity of justice climate and peer justice as two different factor structures. Third, we tested the hierarchical structure of justice climate and peer justice as second-order factors. Finally, we examined the predictive validity of second-order factors justice climate and peer justice within a nomological network composed of reciprocity with the supervisor and reciprocity with cow…
Organizational justice and extrarole customer service: The mediating role of well-being at work
The purpose of this article is to propose and test a model of extrarole customer service (ERCS). We propose that organizational justice (distributive, procedural, interpersonal, and informational) promotes well-being at work (low burnout and high engagement). Well-being at work, in turn, engenders more effective ERCS. Thus, well-being at work is considered a mediator of the relationships from organizational justice to ERCS. This fully mediated model was compared to an alternative fully direct model. The sample consisted of 317 contact employees who were working in the Spanish service sector. The results of structural equation modelling supported the importance of the mediating role of the p…
Perceived Reciprocity and Well-Being at Work in Non-Professional Employees: Fairness or Self-Interest?
This article assesses the links between non-professional employees' perceptions of reciprocity in their relationships with their supervisors and the positive and negative sides of employees' well-being at work: burnout and engagement. Two hypotheses were explored. First, the fairness hypothesis assumes a curvilinear relationship where balanced reciprocity (when the person perceives that there is equilibrium between his/her efforts and the benefits he/she receives) presents the highest level of well-being. Second, the self-interest hypothesis proposes a linear pattern where over-benefitted situations for employees (when the person perceives that he/she is receiving more than he/she deserves)…
Relationships Between Organizational Justice and Burnout at the Work-Unit Level.
Relationships between organizational justice and well-being are traditionally investigated at the individual level. This article extends previous efforts by testing such relationships at the work-unit level. Three corridors of influence were examined. First, the level (work units’ average scores) of justice is related to the level of burnout. Second, justice climate strength (level of agreement among work-unit members) moderates the predictability of the level of burnout. Third, justice strength is related to burnout strength. The authors interviewed 324 contact employees from 108 work units in 59 service organizations. Findings showed the predominance of interactional justice over distribu…