Number of pages 42

Drawing from the extant literature on organizational justice and trust, this study examines the effects of justice perceptions on trustworthiness perceptions and interpersonal trust in authority figures. Results indicate differential effects of procedural, interpersonal and informational justice on the three components of perceived trustworthiness: ability, benevolence, and integrity. Consistent with multifoci organizational justice and social exchange theory, the effects are dependent on the authority figure being referenced and the nature of the exchange relationship between authority and subordinate. Results also indicate that trust in the proximal referent led to increased ability to focus on work-related tasks, whereas trust in the distal referent did not influence such ability to focus. Ability to focus on work-related tasks predicted organizational citizenship behaviors directed at both the organization and individuals.

abstract This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research. Our findings suggest that individuals ’ justice perceptions are related to their psychological health. As predicted, emotional exhaustion mediated the linkages between distributive and interpersonal (but not procedural and informational) justice and individuals’ withdrawal reactions. Results showed that distributive and interpersonal justice negatively related to emotional exhaustion and emotional exhaustion negatively related to organizational commitment which, in turn, negatively influenced turnover intentions. These findings were observed even when controlling for the presence of contingent-reward behaviours provided by supervisors and individuals ’ psychological empowerment.

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ABSTRACT Instead of importing Western models of interpersonal trust, we adopted a qualitative approach to understand trust relationships from indigenous cultures' perspectives. We examined trust relationships directed at different foci in the organization (supervisor, peer, and subordinate) in two different countries, Turkey and China. Semi-structured interviews were conducted with 30 Turkish and 30 Chinese employees working for a variety of large-scale organizations located in Istanbul, Turkey and Shenzhen, China. We report the content analysis of trust-building critical incidents narrated by the respondents. While the general antecedents of Ability, Benevolence, and Integrity were found to exist in both countries, Benevolence, with its culture-specific manifestations, played a very important role in trust-building across multiple foci in both countries. We also found that trust relationships in these two contexts tended to go beyond the professional domain, and to involve sharing of personal time, information, and space. Drawing on this evidence, we propose a trust-building process that is more affective in nature and which straddles both work and non-work domains.

Despite a significant amount of theoretical and empirical attention, the connection between justice and trust remains poorly understood. Our study utilized Mayer, Davis, and Schoorman's (1995) distinction between trustworthiness (the ability, benevolence, and integrity of a trustee) and trust (a willingness to be vulnerable to the trustee) to clarify that connection. More specifically, we drew on a theoretical integration of social exchange theory, the relational model, and fairness heuristic theory to derive predictions about the relationships among justice, trustworthiness, and trust, with supervisors as the referent. A longitudinal field study stretching over two periods showed that informational justice was a significant predictor of subsequent trust perceptions, even when analyses controlled for prior levels of trust and trustworthiness. However, the relationship between justice and trustworthiness was shown to be reciprocal. Procedural and interpersonal justice were significant predictors of subsequent levels of benevolence and integrity, with integrity predicting subsequent levels of all four justice dimensions. We describe the theoretical implications of these results for future research in the justice and trust literatures.

This study (a) compared the effect of perceived supervisor support (PSS) and perceived coworker support (PCS) on work attitudes; (b) examined the mod-erating role of gender, tenure, and job type in the support–attitude relationship; and (c) tested a theoretical model hypothesizing relationships among PCS, PSS, perceived organizational support, and work attitudes. In a meta-analysis, PSS was found to be more strongly related to job satisfaction (.52 vs..37), affective commitment (.48 vs..28), and turnover intention (–.36 vs. –.19) than was PCS. Further, job type (customer-contact vs. non-customer-contact jobs) was found to be a significant moderator. Finally, the proposed model received empirical support. Different forms of support were closely related to work attitudes and to each other. Implications for research on social support are discussed.

Are committed employees more likely to exhibit innovative behaviour: a social exchange perspective

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Abstract: One of the problems human resource managers encounter nowadays is the job burnout phenomenon. This can even happen in universities and cause a decline in work efficiency and a failure to reach long-term purposes. This study aims at manifesting the job burnout state and the effect of organizational justice and perceived organizational support onjob burnoutstaff of the University of Isfahan who are working in administrative sections. The data gathering tools consist of three standard questionnaires for perceived organizational justice, organizational support and job burnout assessment which areadministered among a sample of 150 individuals out of 448 staff working in administrative sections of the University of Isfahan. The volume of the sample is also calculated bystratificationusing Cochran formula. By using of structural equation modeling (SEM) method, it can be said that organizational justice and perceived organizational support has a negative effects onjob burnout, but perceived organizational support doesn't significantly affect onjob burnout.