The Relationship between Organizational Justice and Organizational Citizenship Behaviour: The Role of Cultural Value Orientations. 组织公正与组织公民行为之间的关系：文化价值导向的作用. (1st July 2013)

• Record Type: Journal Article
• Authors: Schilpzand, Marieke C.; Martins, Luis L.; Kirkman, Bradley L.; Lowe, Kevin B.; Chen, Zhen Xiong
• Is Part Of: Management and organization review. Volume 9:Number 2(2013:Jul.)
• Page Start: 345
• Page End: 374
• Publication Date: 2013-07-01
• Subjects: Management -- China -- Periodicals; Industrial management -- China -- Periodicals; International business enterprises -- Management -- Periodicals; Management -- Periodicals; Organizational sociology -- Periodicals; 658.00951
• DOI: 10.1111/more.12014
• Languages: English
• ISSNs: 1740-8776

Abstract

<abstract abstract-type="main"> <title> <x xml:space="preserve">Abstract</x> </title> <sec id="more12014-sec-5001" sec-type="section"> <title>Abstract</title> <p>In two studies conducted in the United States and the People's Republic of China, we examined how the effects of organizational justice perceptions on employees' organizational citizenship behaviours (OCB) are influenced by individually held cultural value orientations. In Study 1, we did not find evidence of moderation by cultural value orientation. In Study 2, we re‐examined the moderated relationships and found that the relationship between procedural justice and OCB was significantly influenced by masculinity–femininity orientation and that the relationship between distributive justice and OCB was significantly moderated by power distance such that the relationships were more strongly positive when followers were more masculine and higher in power distance. Also, we extended our model to include perceived supervisor support as a mediator of the direct and moderated effects of justice perceptions on OCB. We found support for the mediation model, but did not find the moderated mediation effects we predicted. Due to the large number of non‐significant findings and inconsistencies across our two studies, we conclude with recommendations for scholars who face similar challenges in their research.</p> </sec> <sec id="more12014-sec-5002" sec-type="section"> <title>摘要</title> <p>在美国和中国进行的两个研究中，我们验证了员工个人的价值导向是如何影响员工组织公正感知对其组织公民行为的作用。在研究1中，我们没有发现文化价值导向的调节作用。在研究2中，我们再次检验了文化价值导向的调节作用并发现程序公正与组织公民行为的关系显著受到男性‐女性导向的影响，而分配公正与组织公民行为的关系显著受到权力距离的调节作用，即当下属比较男性导向及权力距离感较高时，上述关系更强。同时，我们还将我们的模型扩展到将感知到的领导支持（PSS）作为公正感对组织公民行为的主效应与调节效应上的一个中介变量。我们发现中介效应得到了支持，但是我们假设的受调节的中介作用并没有得到支持。考虑到我们两个研究中大量的不显著和不一致的结果，我们提出一些建议供面临类似挑战的学者在研究时参考。</p> </sec> </abstract>