The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
➤ Gửi thông báo lỗi ⚠️ Báo cáo tài liệu vi phạmNội dung chi tiết: The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
Work-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment final version published in the APA journal. It is not the copy of record.€> 2005 American Psychological AssociationThe Moderating Influence of Procedural Fairness on the Relationship BetweenWork-Life Conflict and Organizational CommitmentPhyllis Siegel Corinne Post Joel Brockner Ariel Fishman Charl The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentee GardenRutgers UniversityColumbia UniversityNew York, N.Y.2https://khothuvien.cori!Work-Life Conflict and Procedural FairnessThe Moderating InfluencThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
e of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational CommitmentAbstractTo help employees better manage work-lifeWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentsults. The present studies examined the utility of a more procedurally-based approach to understanding employees’ reactions to work-life conflict. Specifically, we examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) r The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentelationship between work-life conflict and employees’ organizational commitment. Three studies using different methodologies (two field surveys and aThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
vignette-based experiment) showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict Work-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentons to the work-life conflict and organizational justice literatures are discussed, as are practical implications.3Work-Life Conflict and Procedural FairnessIn the new millenium, contemporary organizations are benefiting from a global, diverse, technologically savvy, and highly productive workforce The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment(Hitt, 2000). Ironically, these very same demographic shifts, economic trends, technological advances, and competitive forces also have contributed toThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
a workforce that is increasingly experiencing work-life conflict (Friedman, Christensen & DeGroot, 1998). Work-lite conflict refers Io competing roleWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentattend to activities outside the work domain, and vice versa (Greenhaus & Beutell, 1985). Grounded in role theory (e.g., Kahn et al., 1964), "work-life conflict is a particular type of inter-tole conflict in which pressures from the work role are incompatible with the pressures from the [life outsid The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmente of work] role” (Thomas & Ganster, 1995, p.7). In the present research, we use the term work-life conflict, as opposed to work-family conflict, to reThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
flect the fact that the extra-work demands in people’s lives include, but are not necessarily limited to. the family.The construct of work-life confliWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitments and behaviors of both personal and organizational relevance. For example, work-life conflict is predictive OÍ emotional exhaustion, depression, cardiovascular illness, alcoholism, and lowered job and life satisfaction (Bacharch, Bamberger & Conley, 1991; Bcdeian. Burke & Moffett. 1988; Burden & Go The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentogins, 1987; Frone, Russell & Cooper, 1997; Haynes, Faker & Feinleib, 1984; Kossek & Ozcki, 1998). On the organization front, work-life conflict has bThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
een associated w ith absenteeism, turnover, reduced performance, and lower organizational commitment (Boles, Johnson & Hair. 1997; Bond. Galinsky & SwWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentative effects of work-life conflict on people’s work attitudes and behaviors is provided by exchange theory (Homans. 1961). Built on the principle of reciprocity, exchange theory posits that individuals will “give back" commensurately what they perceive to have received (or fail to have received) fr The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentom the other party in the relationship. Thus, the greater the work-life conflict, the more apt are employees to conclude that the organization is notThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
treating them well (by contributing to their experience of work-life conflict). As a result, individuals may reciprocate by becoming less committed toWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentrmance (e.g., Mowday, Porter & Steers. 1982).A second reason attesting to the importance of work-life conflict research is the increasing prevalence of the phenomenon. Work-life conflict has been growing for the past two decades and is probably at an all-time high. Worldwide, employees are working a The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment greater number of hours today than ever before, with the greatest number of hours worked by Americans (Ellin, 2003; Moulson, 1999). Moreover, over 30The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
% of the American workforce is currently utilizing some form of alternative work arrangement, such as flex-time or telecommuting (Strope. 2003). In shWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentf the most significant human resource challenges in the 21“ centuty.Given the significant consequences and growing prevalence of work-life conflict, it is both practically and theoretically important to delineate those factors that may help to reduce its harmful effects. To date, researchers and pra The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentctitioners have largely focused on the effects of particular programs (e.g., flexible work schedules, on site day-care centers) that are designed to lThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
essen work-life conflict and'or its harmful effects. We refer to these programs as “content-basedWork-Life Conflict and Procedural FairnessinitiativesWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentreliance on such contentbased initiatives may be problematic for two reasons. First, such programs have yielded mixed results. Whereas some researchers have found that firms’ work-life programs are positively related to productivity (Konrad & Mangel, 2000), organizational citizenship behavior (Lambe The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentrt, 2000), and retention (Grover & Crooker, 1995), other scholars found that such interventions either had no effect on employees’ attitudes or behaviThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
ors (Dalton & Mesch, 1990; Goff. Mount & Jamison, 1990; Thompson, Beauvais & Lyness, 1999) or actually increased employees’ experience of work-life coWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment are financially costly to the ot^anization, which makes the initiatives particularly problematic when they do not have positive effects on employees’ attitudes and behaviors. In light of these two potential limitations of content-based initiatives, it behooves scholars to search for and identify ad The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentditional factors that may influence (and hopefully reduce) the extent to which individuals are negatively affected by work-life conflict.Organizing FrThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
ameworkOne notion that may help to delineate additional determinants of employees’ reactions to work-life conflict is that people’s work attitudes andWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmenteviews of the organizational justice literature, see Cohen-Charash & Spector, 2001, Colquitt & Greenberg, 2003, and Colquitt et al., 2001). Specifically, employees have been shown to respond more positively (e.g., their organizational commitment is higher) to the degree that outcomes are perceived t The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmento be favorable (Homans, 1961), and to the extent that the6Work-Life Conflict and Procedural Fairnessprocedures associated with the outcomes are viewedThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
as fair (Thibaut & Walker, 1975; Lind & Tyler, 1988). Of particular relevance to the present studies is that outcome favorability and procedural fairWork-Life Conflict and Procedural FairnessPublished in 2005 in the Journal of Applied Psychology. 90,13-24 This article may not exactly replicate the The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmentrganizational commitment (Brockner & Wiesenfeld, 1996). One way to describe this interaction effect is as follows: the tendency for outcome favorability to be positively related to organizational commitment is much less pronounced when procedural fairness is high rather than low.The interactive rela The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitmenttionship between outcome favorability and procedural fairness is relevant to work-life conflict, in that work-life conflict is likely to influence empThe Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment
loyees’ perceptions of the favorability of their outcomes in the workplace. For example, employees who perceive high work-life conflict are likely toGọi ngay
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