Impetus for action: A cultural analysis of justice and

To understand variations in citizenship behavior within a culture, we examine the relationship between citizenship behaviors and organizational justice in two studies in a Chinese context, using two cultural characteristics (traditionality and modernity) and one individual (gender) characteristic. In Study 1, we develop an indigenous measure of organizational citizenship behavior and explore the similarities and differences of this measure with its Western counterpart. In Study 2, we use this citizenship behavior measure to test its relationship to justice. Results demonstrate that organizational justice (distributive and procedural) is most strongly related to citizenship behavior for individuals who endorse less traditional, or high modernity, values. In addition, we found the relationship between justice and citizenship behavior to be stronger for men than for women. The studies are discussed in terms of the generality of citizenship behavior and its relation to organizational justiqe and cultural characteristics.

[1]  D. Organ,et al.  A META-ANALYTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR , 1995 .

[2]  J. Wagner.  Studies of Individualism-Collectivism: Effects on Cooperation in Groups , 1995 .

[3]  J. Farh.  Human Resource Management Practices in Taiwan , 1995 .

[4]  Elizabeth Wolfe Morrison,et al.  Role Definitions and Organizational Citizenship Behavior: The Importance of the Employee's Perspective , 1994 .

[5]  B. Cocroft,et al.  Book reviewStructures of social life: the four elementary forms of human relations: Alan Page Fiske New York: Macmillan Inc., 1991, 480 pp., $29.95 (cloth) , 1994 .

[6]  L. V. Dyne,et al.  Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation , 1994 .

[7]  M. Konovsky,et al.  Citizenship Behavior and Social Exchange , 1994 .

[8]  C. Hui,et al.  Organizational citizenship behaviors and managerial evaluations of employee performance: A review and suggestions for future research , 1993 .

[9]  P. Earley,et al.  Culture, self-identity, and work , 1993 .

[10]  Robert H. Moorman,et al.  Relationship between organizational justice and organizational citizenship behaviors : do fairness perceptions influence employee citizenship ? , 1991 .

[11]  H. Markus,et al.  Culture and the self: Implications for cognition, emotion, and motivation. , 1991 .

[12]  S. Schwartz.  Individualism-Collectivism , 1990 .

[13]  Scott B. MacKenzie,et al.  Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors , 1990 .

[14]  R. Folger,et al.  Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions , 1989 .

[15]  T. Tyler,et al.  The Social Psychology of Procedural Justice , 1988 .

[16]  D G Spencer.  Employee voice and employee retention. , 1986, Academy of Management journal. Academy of Management.

[17]  M. Bond,et al.  The Impact of Cultural Collectivism on Reward Allocation , 1984 .

[18]  R. Rohner,et al.  Toward a Conception of Culture for Cross-Cultural Psychology , 1984 .

[19]  K. Deaux,et al.  Individual Differences in Justice Behavior , 1982 .

[20]  G. Hofstede,et al.  Culture′s Consequences: International Differences in Work-Related Values , 1980 .

[21]  William G. Ouchi,et al.  Markets, Bureaucracies, and Clans. , 1980 .

[22]  L. Porter,et al.  The Measurement of Organizational Commitment. , 1979 .

[23]  O. Williamson.  Markets and Hierarchies , 1975 .

[24]  Cyril E. Black,et al.  Becoming Modern: Individual Change in Six Developing Countries , 1976 .