| This study proposed and tested a framework examining the antecedents and consequences of organizational justice. Using a questionnaire-interview format, a total of 149 employees and their supervisors were surveyed to test hypotheses about the relationships between the organizational environment, individual differences, and distributive, procedural, and interactional justice perceptions, as well as justice perceptions and employee performance of in-role and extra-role behaviors.; The hypotheses investigating the antecedents of justice found significant relationships between leader-member exchange and all three types of justice perceptions, negative affectivity and distributive and interactional justice perceptions, and locus of control and procedural justice perceptions. Several relationships were also detected between justice perceptions and extra-role behaviors. Procedural and interactional justice perceptions were found to be significantly related to Organizational Citizenship Behavior, and distributive justice perceptions were found to be related to social loafing. However, when controlling for the impact of the antecedents on extra-role behaviors. The relationships between justice perceptions and extra-role behaviors were no longer significant. |
