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B Voice Systems and Organizational Justice
Determinants and Consequences of Organizational
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age cohort groups Alexander and Ruderman ANOVA belief circle the corresponding cohort membership composite scale confirmatory factor analysis correlations corresponding number decisions Dependent Variable determinants of justice differences differential effects disagree nor agree distributive and procedural distributive justice perception effects of justice employee participation program equal power relationships fairly rewarded global organizational justice global outcome variables Greenberg group value model group-value groups and job Hierarchical Regression Analyses Hypothesis important predictors intention to quit interactional justice perception interpersonal treatment job type Lind and Tyler management and supervisors McFarlin and Sweeney meeting organization organizational justice perceptions organizational outcome variables organizational settings outcome acceptance pay fairness perceived performance appraisal procedural justice perceptions R-square relationship respondent's respondents significant slightly agree slightly disagree social Step strongly related suppress personal Table tenure three justice perceptions top management trust in top Tyler and Lind types of justice value orientations variance voice procedures