Finkelstein, Lisa M.
Ph.D. (Doctor of Philosophy)
Department of Psychology
Organizational behavior--Awards--Public opinion
Recent research has demonstrated that employees view the rewarding of organizational citizenship behavior to be a fair practice. However, research was needed to determine whether the perceived motive underlying an employee's OCB performance affects coworkers' fairness perceptions regarding associated rewards. Likeability and instrumentality were proposed as mediators of the relationship between perceived motive of rewarded OCB and fairness perceptions. In addition, two moderators of this relationship were proposed: political climate of the organization and the level of careerism of the coworker making the fairness judgment. Each of these relationships was examined experimentally. Undergraduate participants read a vignette in which motives for OCB and organizational politics were manipulated. Additionally, the possibility that the job-relatedness of OCB affects fairness perceptions was investigated by conducting two studies: Study 1 used job-related OCBs in the vignettes whereas Study 2 used job-unrelated OCBs in the vignettes. Results showed similar patterns of results in Studies 1 and 2. Rewards were viewed as more fair when traditional, rather than self-serving motives were perceived. Support was found for the mediating effects of both likeability and instrumentality, yet no support was found for either of the moderators. Overall, rewards were viewed as less fair when OCBs were job-unrelated than when they were job-related.
Farrell, Sara K., "Coworker perceptions of distributive justice in response to rewarded organizational citizenship behavior : the role of attributions" (2005). Graduate Research Theses & Dissertations. 1996.
x, 168 pages
Northern Illinois University
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