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On the dimensionality of organizational justice: A construct validation of a measure
- The Journal of Applied Psychology
, 2001
"... This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study ..."
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Cited by 279 (6 self)
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This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior. Individuals are the subject of decisions virtually every day of their organizational lives. Some of these decisions deal with the salaries individuals make, some deal with the projects they per-form, and some deal with the social settings in which they func-tion. These decisions have both economic and socioemotional consequences, many of which form the foundation for why indi-
Testing for the equivalence of factor covariance and mean structures: The issue of partial measurement invariance
- Psychological Bulletin
, 1989
"... Addresses issues related to partial measurement in variance using a tutorial approach based on the LISREL confirmatory factor analytic model. Specifically, we demonstrate procedures for (a) using "sensitivity analyses " to establish stable and substantively well-fitting baseline models, (b ..."
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Cited by 261 (6 self)
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Addresses issues related to partial measurement in variance using a tutorial approach based on the LISREL confirmatory factor analytic model. Specifically, we demonstrate procedures for (a) using "sensitivity analyses " to establish stable and substantively well-fitting baseline models, (b) determining partially invariant measurement parameters, and (c) testing for the invariance of factor covariance and mean structures, given partial measurement invariance. We also show, explicitly, the transformation of parameters from an all-^fto an all-y model specification, for purposes of testing mean structures. These procedures are illustrated with multidimensional self-concept data from low ( « = 248) and high (n = 582) academically tracked high school adolescents. An important assumption in testing for mean differences is that the measurement (Drasgow & Kanfer, 1985; Labouvie,
Principles and practice in reporting structural equation analyses
- PSYCHOLOGICAL METHODS
, 2002
"... Principles for reporting analyses using structural equation modeling are reviewed, with the goal of supplying readers with complete and accurate information. It is recommended that every report give a detailed justification of the model used, along with plausible alternatives and an account of ident ..."
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Cited by 235 (1 self)
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Principles for reporting analyses using structural equation modeling are reviewed, with the goal of supplying readers with complete and accurate information. It is recommended that every report give a detailed justification of the model used, along with plausible alternatives and an account of identifiability. Nonnormality and missing data problems should also be addressed. A complete set of parameters and their standard errors is desirable, and it will often be convenient to supply the correlation matrix and discrepancies, as well as goodness-of-fit indices, so that readers can exercise independent critical judgment. A survey of fairly representative studies compares recent practice with the principles of reporting recommended here.
Organizational theories: Some criteria for evaluation.
- Academy of Management Review,
, 1989
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Re-Examining Perceived Ease of Use and Usefulness: A Confirmatory Factor Analysis
- MIS Quarterly
, 1993
"... Recently, Adams, et al. (1992) presented the results of two studies designed to replicate previous work by Fred Davis (1989) regarding perceived usefulness, ease of use, and their in- ..."
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Cited by 188 (1 self)
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Recently, Adams, et al. (1992) presented the results of two studies designed to replicate previous work by Fred Davis (1989) regarding perceived usefulness, ease of use, and their in-
Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity
- Journal of Applied Psychology
, 1996
"... have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical re-search suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & ..."
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Cited by 178 (2 self)
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have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical re-search suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & B. M. Meglino, 1994). The purpose of the present study was to further investigate these relationships by examining the relative contribution of indicators of employee-organization exchange and subordinate-supervi-sor exchange. Structural equation modeling was used to compare nested models. Results indicate that perceived organizational support is associated with organizational commit-ment, whereas leader-member exchange is associated with citizenship and in-role behavior. The concepts of social exchange (Blau, 1964) and the norm of reciprocity (Gouldner, 1960) have long been used by organizational researchers to describe the moti-vational basis behind employee behaviors and the forma-tion of positive employee attitudes (e.g., Etzioni, 1961; Levinson, 1965; March & Simon, 1958). More recently, these concepts have been used to explain why individuals express loyalty to the organization (e.g., Scholl, 1981; Eisenberger, Huntington, Hutchison, & Sowa, 1986) and engage in behaviors that typically are neither formally re-warded nor contractually enforceable (e.g., Organ, 1988; Rousseau, 1989). In general, research findings suggest that positive, beneficial actions directed at employees by the organization and/or its representatives contribute to the establishment of high-quality exchange relationships (e.g., Dansereau, Graen, & Haga, 1975; Konovsky & Pugh, 1994) that create obligations for employees to re-ciprocate in positive, beneficial ways (e.g., Eisenberger et
The relations among inhibition and interference control functions: A latent variable analysis
- Journal of Experimental Psychology: General
, 2004
"... All in-text references underlined in blue are linked to publications on ResearchGate, letting you access and read them immediately. ..."
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Cited by 149 (1 self)
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All in-text references underlined in blue are linked to publications on ResearchGate, letting you access and read them immediately.
The self-importance of moral identity
- Journal of Personality and Social Psychology
, 2002
"... Recent theorizing in moral psychology extends rationalist models by calling attention to social and cultural influences (J. Haidt, 2001). Six studies using adolescents, university students, and adults measured the associations among the self-importance of moral identity, moral cognitions, and behavi ..."
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Cited by 146 (4 self)
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Recent theorizing in moral psychology extends rationalist models by calling attention to social and cultural influences (J. Haidt, 2001). Six studies using adolescents, university students, and adults measured the associations among the self-importance of moral identity, moral cognitions, and behavior. The psychometric properties of the measure were assessed through an examination of the underlying factor structure (Study 1) and convergent, nomological, and discriminant validity analyses (Studies 2 and 3). The predictive validity of the instrument was assessed by examinations of the relationships among the self-importance of moral identity, various psychological outcomes, and behavior (Studies 4, 5, and 6). The results are discussed in terms of models of moral behavior, social identity measurement, and the need to consider moral self-conceptions in explaining moral conduct. The only thing necessary for the triumph of evil is for good men to do nothing.—Edmund Burke, Thoughts on the Cause of the Present Discontent An ongoing question in the study of moral behavior is when and why people act in the service of human welfare. One of the most influential theoretical approaches for answering this question is the cognitive–developmental model initially proposed by Piaget (1932) and later extended by Kohlberg (1971) and others (Rest, 1979). The central tenet of this model is that the sophistication of a person’s moral reasoning predicts his or her moral behavior (cf.
Understanding the motivations, participation, and performance of open-source software developers: A longitudinal study of the apache projects
- Management Science
"... doi 10.1287/mnsc.1060.0554 ..."
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Development of a measure of workplace deviance
- Journal of Applied Psychology
, 2000
"... The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (devia ..."
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Cited by 127 (3 self)
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The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization). These scales were found to have internal reliabilities of.81 and.78, respectively. Confirmatory factor analysis verified that a 2-factor structure had acceptable fit. Preliminary evidence of construct validity is also provided. The implications of this instrument for future empirical research on workplace deviance are discussed. Workplace deviance is a pervasive and expensive problem for organizations. For example, 75 % of employees have reportedly stolen from their employer at least once (McGurn, 1988), and it has been estimated that 33 % to 75 % of all employees have engaged in behaviors such as theft, fraud, vandalism, sabotage, and voluntary absenteeism (Harper, 1990). In recent studies, almost 25 % of an employee sample indicated knowledge of illicit drug use among coworkers during the past year (Lehman, Wolcom, &
