Organizational justice (OJ) has been one of the topics studied most frequently in last decade’s years but mostly in the context of Western countries. This study tests the construct validity of OJ in the context of Chinese societies first, testifying four-dimensional OJ model is the best one, which includes distributive, procedural, interpersonal, and leadership justice. Second, the regression analysis of Organizational Citizenship Behavior (OCB) on OJ has been done; it was found that distributive justice (DJ) and interpersonal justice (IJ) have a positive effect on Organizational Citizenship Behavior Beneficial to Supervisor (OCBS), whereas procedural justice (PJ) and IJ have a positive effect on Organizational Citizenship Behavior Beneficial to Organization (OCBO). Last, the mediating role of social exchange between OJ and OCB was tested and verified—Perceived organizational support (POS) mediates PJ, leadership justice (LJ), and OCBO, whereas leader–member exchange (LMX) mediates DJ and IJ. Implications for theory and practice are discussed.
AryeeS.BudhwarP. S.ChenZ. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267-286.
2.
AryeeS.ChenZ. X.BudhwarP. S. (2004). Exchange fairness and employee performance: An examination of the relationship between organizational politics and procedural justice. Organizational Behavior and Human Decision Processes, 94, 1-14.
3.
BaronR. M.KennyD. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
4.
BlauP. M. (1964). Exchange and power in social life. New York, NY: Wiley.
5.
BowlingN. A.WangQ.LiH. Y. (2012). The moderating effect of core self-evaluations on the relationships between job attitudes and organizational citizenship behavior. Applied Psychology: An International Review, 61, 97-113.
6.
BriefA. P.MotowidloS. J. (1986). Prosocial organizational behaviors. Academy of Management Review, 11, 710-725.
7.
ByrneZ. S. (2005). Fairness reduces the negative effects of organizational politics on turnover intentions, citizenship behavior, and job performance. Journal of Business and Psychology, 20, 175-200.
8.
ChenC. C. (2008). Test of a mediating model linking perceived organizational support and job performance. Journal of Management (Taiwan), 25(3), 309-331. (In Chinese)
9.
ColquittJ. A.ConlonD. E.WessonM. J.PorterC. O. L. H.NgK. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425-445.
10.
CropanzanoR.ByrneZ. S. (2000). Workplace justice and the dilemma of organizational citizenship. In VanVugtM.TylerT.BielA. (Eds.), Collective problems in modern society: Dilemmas and solutions (pp. 142-161). London, England: Routledge.
11.
DeConinckJ. B. (2009). The effect of leader-member exchange on turnover among retail buyers. Journal of Business Research, 62, 1081-1086.
12.
DirksK. T.FerrinD. L. (2002). Trust in leadership: Meta-analytic findings and implications for organizational research. Journal of Applied Psychology, 87, 611-628.
FrazierM. L.JohnsonP. D.GavinM.GootyJ.SnowD. B. (2010). Organizational justice, trustworthiness, and trust: A multifoci examination. Group & Organization Management, 35, 39-76.
15.
GlasøL.EinarsenS. (2008). Emotional regulation in leader-follower relationships. European Journal of Work & Organizational Psychology, 17, 482-500.
16.
GraenG. B.ScanduraT. (1987, April). Toward a psychology of dyadic organizing. In StawB.CummingL. L. (Eds.), Research in organizational behavior (pp. 175-208). Greenwich, CT: JAI Press.
17.
GraenG. B.Uhl-BienM. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6, 219-247.
18.
JinY. H.LuF. X. (2008). Guanxi orientation and entrepreneurial ethical decision making: The empirical study based on “Zhejiang Merchants.”Chinese Management World, 8, 100-106.
19.
KonovskyM. A.CropanzanoR. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76, 698-707.
20.
KonovskyM. A.PughS. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656-669.
21.
LeeK.AllenN. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87, 131-142.
22.
LePineJ. A.ErezA.JohnsonD. E. (2002). The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87, 52-65.
23.
LiuY.LongL. R.LiY. (2003). The effects of organizational justice on organizational effectiveness. Management World, 6, 126-132.
24.
ManogranP.StaufferJ.ConlonE. J. (1994). Leader-member exchange as a key mediating variable between employees perceptions of fairness and organizational citizenship behavior. Academy of Management Proceedings, 1, 249-253.
25.
MastersonS. S. (2001). A trickle-down model of organizational justice: Relating employees’ and customers’ perceptions of and reactions to fairness. Journal of Applied Psychology, 88, 594-604.
26.
MastersonS. S.LewisK.GoldmanB. M.TaylorM. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738-748.
27.
MoormanR. H.BlakelyG. L.NiehoffB. P. (1998). Does organizational support mediate the relationship between procedural justice and organizational citizenship behavior? A group value model explanation. Academy of Management Journal, 41, 351-357.
28.
MoormanR. H.ByrneZ. S. (2005). How does organizational justice affect organizational citizenship behavior? In GreenbergJ.ColquittJ. (Eds.), Handbook of organizational justice (pp. 355-380). Mahwah, NJ: Lawrence Erlbaum.
29.
RebeccaM. M.ZintaS. B. (1997, April). The impact of formal and interactional justice on organizational outcomes. The twelfth annual conference of the Society for Industrial and Organizational Psychology, St. Louis, MO.
30.
RhoadesL.EisenbergerR. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.
31.
RichardO. C.IsmailK. M.BhuianS. N.TaylorE. C. (2009). Mentoring in supervisor–subordinate dyads: Antecedents, consequences, and test of a mediation model of mentorship. Journal of Business Research, 62, 1110-1118.
32.
RiouxS. M.PennerL. A. (2001). The causes of organizational citizenship behavior: A motivational analysis. Journal of Applied Psychology, 86, 1306-1314.
33.
RobinsonS. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41, 574-599.
34.
RuppD. E.CropanzanoR. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89, 925-946.
35.
SchilpzandM. C.MartinsL. L.KirkmanB. L.LoweK. B.ChenZ. X. (2013). The relationship between organizational justice and organizational citizenship behaviour: The role of cultural value orientations. Management and Organization Review, 9, 345-374.
36.
TekleabA. G.ChiaburuD. S. (2011). Social exchange: Empirical examination of form and focus. Journal of Business Research, 64, 460-466.
37.
TekleabA. G.TakeuchiR.TaylorM. S. (2005). Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations. Academy of Management Journal, 48, 146-157.
38.
ValentineS.GrellerM. M.RitchtermeyerS. B. (2006). Employee job response as a function of ethical context and perceived organization support. Journal of Business Research, 59, 582-588.
39.
WayneS. J.ShoreL. M.LidenR. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
40.
WhitmanD. S.VanrooyD. L.ViswesvaranC. (2010). Satisfaction, citizenship behaviors, and performance in work units: A meta-analysis of collective construct relations. Personnel Psychology, 63, 41-81.
41.
WilliamsL. J.AndersonS. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617.
