개인-환경(조직, 상사, 동료) 적합성이 조직시민행동 및 개인성과에 미치는 영향과 공정성의 매개효과 검증 = The Effect of Person-Environment (Organization, Supervisor, Coworker) Fit, on Organizational Citizenship Behavior and Performance, and the Mediating Effect of Justice

국문 초록 (Abstract)

본 연구의 목적은 인지된 개인-환경 적합성이 조직시민행동과 개인성과에 미치는 영향을 알아보기 위한 것이다. 먼저 적합성은 대상에 따라 개인-조직 적합성, 개인-상사 적합성, 개인-동료 적합성의 세 가지 유형으로 구분하고, 각 유형별로 조직시민행동 및 성과와의 관계를 비교분석하였다. 다음으로 ASA이론(Attraction-Selection-Attrition theory), 유사성-매력이론(similarity-attraction theory), 사회정체성이론(social identity theory) 및 사회교환이론(social exchange theory)을 바탕으로 적합성과 조직시민행동, 그리고 적합성과 성과와의 관계에 미치는 공정성 지각의 매개효과를 검증하였다.
실증연구 결과, 개인-조직 적합성, 개인-상사 적합성, 개인-동료 적합성이 조직시민행동에 미치는 영향은 모두 정(+)의 관계를 보여주었다. 적합성과 성과와의 관계에 있어서는 개인-상사 적합성만이 통계적으로 유의한 정(+)의 관계를 나타냈다. 공정성 지각의 매개효과는 적합성 중 개인-상사 적합성과 조직시민행동 간의 관계에서만 나타났다. 이로써 적합성은 조직시민행동이나 성과에 직접적인 영향을 미치기도 하지만, 공정성 지각을 통해 간접적으로도 영향을 미침을 알 수 있다.
본 연구는 적합성을 대상에 따라 세 가지 유형으로 이론에 근거하여 분류하고 실증적 검증을 동시에 실시하였다는 의의를 가지고 있다. 이러한 세 가지 유형의 적합성은 서로 다른 결과변수를 예측하였으며 개인의 태도변수가 아닌 행위적 성과로서 조직시민행동과 상사가 평가하는 성과와의 관계를 고찰하였다는 점에서 기존 연구를 확장하였다. 또한, 적합성이 개인의 결과변수에 미치는 영향관계에 있어 공정성의 매개효과를 설정하였으며 이중 개인-상사 적합성과 조직시민행동과의 관계가 유의하였음을 알아냈다. 비록 모든 결과변수와 유의하지는 않았지만 이전부터 제기되어온 적합성과 개인수준 결과변수 간의 관계에 있어서 매개변수의 개입 가능성을 예측할 수 있다는 의의를 가지고 있다.

다국어 초록 (Multilingual Abstract)

There has been a large body of literature on the issue of person-environment (P-E) fit. To date, the majority of studies about P-E fit have focused on the effect of P-E fit on various work outcomes (e.g., Kristof, 1996; Kristof-Brown et al., 2005). Research on P-E fit generally supports the idea that a high level of P-E fit is related to a number of positive individual and organizational outcomes. P-E fit theory, by and large, states that workers who feel fitted to the organization will show higher level individual outcomes such as higher job satisfaction and organizational commitment because they share values, personality or goals with others (Bretz & Judge, 1994; O"Reilly, Chatman, & Caldwell, 1991). In social-psychological theories, similarity between people is predicted to lead to attraction (Byrne, 1971). The theories on attitudinal similarity explain why fit is posited to relate to favorable attitudes. That is, people find it more desirable to interact with others who have similar psychological attributes in that the interaction reinforces their own beliefs, behaviors and affect (e.g., Swan, Stein-Seroussi, & Giesler, 1992).
Although prolific studies have been conducted to explore the effects of fit on the attitudes and behavior of employees, much of these studies have focused on only one or a few types of fit. But it should be noted that different types of fit tend to be related to job satisfaction, organizational commitment and intent to quit to a varying degree (e.g., Lauver & Kristof-Brown, 2001). For example, the environment in P-E fit has been typically focused on organization, supervisor, group and so on. However, researchers (e.g., Salancik & Pfeffer, 1978; Scott & Bruce, 1994) have paid attention to the role of coworkers as well as supervisors as the social environment that influences workers’ attitudes and behaviors since the workers spend more time and interact more frequently with their coworkers than with their supervisors. The coworkers are likely to be supportive when individual workers face difficulties with the supervisors. Therefore, the person-coworker fit (P-C fit) appears to be very important in shaping the worker’s perception and behaviors at work. In this vein, more research is needed to explore the varying relationships between a broader set of fit indices and the employee’s attitudes and behavior.
Thus, the present study is designed to overcome this limitation by examining and extending relationships between multiple types of fit and employee attitudes. The purpose of this article is threefold: First, this study specifically focuses on the relationship between subordinates’, supervisors’, coworkers’ fit in terms of values, personality, goals and work-related outcomes. Going beyond organizational orientation, fit could be directed toward a variety of foci such as supervisors, co-workers, and work team or groups.
A second and related issue pertains to the notion the relationship between fit and the organizational citizenship behavior (OCB) and performance ratings. The great interest in OCB appears to stem largely from the belief that these behaviors enhance organizational effectiveness (Podsakoff & MacKenzie, 1997), although comparatively little empirical research has been done to substantiate this belief. For example, little research has been conducted to substantiate its predictors such as the various types of fit. Thus, the second aim of this study is to address this question: Can P-O fit, P-S fit, P-C fit affects OCB and performance ratings? To address this question, we tested the effects of P-O fit, P-S fit, P-C fit on the relationship between OCB and performance ratings.
Third, we clarify the mediating role of organizational justice in the relationship between perceived fit and OCB/performance ratings. On the basis of attraction-selection-attrition (ASA) theory, social exch

목차 (Table of Contents)

• 〈초록〉
• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 연구가설
• Ⅲ. 연구방법
• Ⅳ. 결과
• Ⅴ. 논의
• Ⅵ. 결론 및 시사점
• Ⅶ. 연구의 한계 및 향후연구의 방향
• 참고문헌
• 〈부록〉
• ABSTRACT

참고문헌 (Reference)

• 1 최승호, "조직공정성, LMX, 종업원 노력이 조직시민행동에 미치는 영향" 대한경영학회 19 (19): 355-378, 2006
• 2 이종찬, "조직공정성 및 조직지원인식이 조직시민행동에 미치는 영향" 한국인사관리학회 29 (29): 35-54, 2005
• 3 권순식, "정규직과 비정규직의 공정성 지각, 역할내 행동, 조직시민행위: 고용형태별 동기부여 과정 및 결과에 대한 실증적 분석" 한국인사관리학회 30 (30): 1-22, 2006
• 4 임준철, "분배공정성과 절차공정성이 직무만족과 조직몰입에 미치는 차별적 영향에 관한 연구: 문화적 맥락이 조직성원의 행위성향에 미치는 영향을 중심으로" 한국경영학회 27 (27): 93-111, 1998
• 5 권종욱, "분배공정성과 절차공정성이 조직몰입에 미치는 영향력 분석: 한국, 중국, 말레이시아 종업원을 대상으로" 한국국제경영관리학회 10 (10): 129-154, 2006
• 6 박원우, "개인-조직 적합성과 직무태도 간 관계에서 프로세스 갈등의 매개 역할" 한국경영학회 35 (35): 521-555, 2006
• 7 Swan, W. B., Jr., "Why people self-verify" 62 : 392-401, 1992
• 8 Tyler, T. R., "Why people cooperate with organizations: An identity-based perspective" 21 : 201-246, 1999
• 9 Greenberg, J., "Why do workers bite the hands that feed them? Employee theft as a social exchange process" JAI Press 18 : 111-156, 1996
• 10 Tsui, A. S., "When both similarities and dissimilarities matter: Extending the concept of relational demography" 55 (55): 899-929, 2002
• 11 Leventhal, G. S., "What should be done with equity theory? New approaches to the study of fairness in social relationships in Social exchange: Advances in theory and research" Plenum Press 27-55, 1980
• 12 Muchinsky, P. M., "What is person-environment congruence? Supplementary versus complementary models of fit" 31 : 173-183, 1987
• 13 Kluckhohn, C., "Values and value orientations in the theory of action in Toward a general theory of action" Harvard University Press 388-433, 1951
• 14 Steiner, D. D., "Value perceptions in leader-member exchange" 128 : 611-618, 1988
• 15 Ashkanasy, N. M., "Value congruence in leader-member exchange" 51 : 1173-1182, 1997
• 16 Adkins, C. L., "Value congruence between coworkers and its relationship to work outcomes" 21 : 439-460, 1996
• 17 Cropanzano, R., "Using social exchange theory to distinguish procedural from interactional justice" 1999
• 18 Billings, R., "Use of path analysis in industrial/organizational psychology: Criticisms and suggestions" 63 : 677-688, 1978
• 19 Colbert, A. E., "Understanding the effects of transformational leadership: The mediating role of leader-follower value congruence" University of Iowa 2004
• 20 Chesney, M. A., "Type A behavior in the work setting in Current concerns in occupational stress" Wiley 187-212, 1980
• 21 Mayer, R. C., "Trust in management and performance: Who minds the shop while the employees watch the boss? Academy of Management Journal" 48 (48): 874-888, 2005
• 22 Moorman, R. H., "Treating employees fairly and organizational citizenship behaviors: Sorting the effects of job satisfaction, organizational commitment, and procedural justice" 6 : 209-225, 1993
• 23 Mount, M. K., "Trait, rater, and level effects in 360-degree performance ratings" 51 : 557-576, 1998
• 24 Adams, J. S., "Toward an understanding of inequity" 67 : 422-436, 1963
• 25 Polyhart, P. E., "Toward an explanation of applicant reactions: An examination of organizational justice and attribution frameworks" 72 (72): 308-335, 1997
• 26 Barsade, S. G., "To your heart’s content: A model of affective diversity in top management teams" 45 (45): 802-837, 2000
• 27 Lind, E. A., "The social psychology of procedural justice" Plenum Press 1988
• 28 Cohen-Charash, Y., "The role of justice in organizations: A meta-analysis" 86 : 278-321, 2001
• 29 Bretz, R. D. Jr., "The role of human resource systems in job applicant decision processes" 20 (20): 531-551, 1994
• 30 Neuman, G. A., "The relationship between work-team personality composition and the job performance of teams" 24 : 28-45, 1999
• 31 Edwards, J. R., "The relationship between person-environment fit and outcomes: An integrative theoretical framework in Perspectives on organizational fit" Lawrence Erlbaum Associates 209-258, 2007
• 32 Konovsky, M., "The perceived fairness of employee drug testing as a predictor of employee attitudes and job performance" 76 : 698-707, 1991
• 33 Schneider, B., "The people make the place" 40 : 437-453, 1987
• 34 Locke, E. A., "The nature of causes of job satisfaction in Handbook of industrial and organizational psychology" Rand McNally 1297-1349, 1976
• 35 Organ, D. W., "The motivational basis of organizational citizenship behavior" JAI Press 12 : 43-72, 1990
• 36 Baron, R. M., "The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations" 51 : 1173-1182, 1986
• 37 French, J. R. P., "The mechanisms of job stress and strain" Wiley 1982
• 38 Meglino, B. M., "The measurement of work value congruence: A field study comparison" 18 (18): 33-43, 1992
• 39 Luo, Y., "The independent and interactive roles of procedural, distributive, and interactional justice in strategic alliances" 50 (50): 644-664, 2007
• 40 Platow, M. M., "The importance of social identity and self-categorization processes for creating and responding to fairness in Social identity at work" Psychology Press 261-276, 2003
• 41 Lim, J-C., "The impacts of procedural and distributive justice on job satisfaction and organizational commitment: The significance of culture contexts in organizational orientation" 27 (27): 93-111, 1998
• 42 Huang, X., "The impact of subordinate-supervisor similarity in growth-need strength on work outcomes: The mediating role of perceived similarity" 27 : 1121-1148, 2006
• 43 Choi, S., "The impact of organizational justice, LMX, and employee effort on organizational citizenship behavior" 19 (19): 355-378, 2006
• 44 Liao, H., "The impact of justice climate and justice orientation on work outcomes: A cross-level multifoci framework" 90 (90): 242-256, 2005
• 45 Lee, J., "The effects of the perception of organizational justice and perceived organizational support on organizational citizenship behavior" 29 (29): 35-54, 2005
• 46 Liden, R. C., "The effects of supervisor and subordinate age on objective performance and subjective performance ratings" 49 (49): 327-347, 1996
• 47 Wexley, K. N., "The effects of perceptual congruence and sex on subordinate’s performance appraisals of their managers" 26 : 666-676, 1983
• 48 Byrne, D. E., "The effect of economic similarity-dissimilarity as determinants of attraction" 4 : 220-224, 1966
• 49 Cable, D. M., "The convergent and discriminant validity of subjective fit perceptions" 87 : 875-884, 2002
• 50 Lewin, K., "The conceptual representation and the measurement of psychological forces" Duke University Press 1938
• 51 Byrne, D., "The attraction paradigm" Academic Press 1971
• 52 Schneider, B., "The ASA framework: An update" 48 (48): 747-773, 1995
• 53 Seers, A., "Team-member exchange under team and traditional management" 20 : 18-38, 1995
• 54 Seers, A., "Team-member exchange quality: A new construct for role-making research" 43 : 118-135, 1989
• 55 Weiss, H. M., "Social learning of work values in organizations" 63 : 711-718, 1978
• 56 Tyler, T. R., "Social justice in a diverse society" Westview Press 1997
• 57 Settoon, R. P., "Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity" 81 : 219-227, 1996
• 58 Homans, G. C., "Social behavior: Its elementary forms" Routledge & Kegan Paul 1961
• 59 Bentler, P. M., "Significance tests and goodness of fit in the analysis of covariance structures" 88 : 588-606, 1980
• 60 Posner, B. Z., "Shared values make a difference: An empirical test of corporate culture" 24 : 293-309, 1985
• 61 Podsakoff, P. M., "Self-reports in organizational research: Problems and prospects" 12 : 531-544, 1986
• 62 Karylowski, J., "Self-esteem, similarity, liking and helping" 2 : 71-74, 1976
• 63 Bandura, A., "Self-efficacy mechanisms in human agency" 37 : 122-147, 1982
• 64 Williams, L. J., "Satisfaction and organizational commitment as predictor of organizational citizenship and in-role behaviors" 17 (17): 601-617, 1991
• 65 Graen, G. B., "Role-making processes within complex organizations in Handbook of industrial and organizational psychology" Rand McNally 1201-1245, 1976
• 66 Graen, G. B., "Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective" 6 : 219-247, 1995
• 67 Moorman, R. H., "Relationship between organizational fairness and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?" 76 : 845-855, 1991
• 68 Powell, G. N., "Reinforcing and extending today’s organizations: The simultaneous pursuit of person-organization fit and diversity" 26 (26): 50-61, 1998
• 69 Sherif, M., "Reference groups: Exploration into conformity and deviation of adolescents" Harper & Row 1964
• 70 James, E. H., "Race-related differences in promotions and support: Underlying effects of human and social capital" 11 : 493-508, 2000
• 71 Nunally, J., "Psychometric theory" McGraw-Hill 1994
• 72 Thibaut, J., "Procedural justice: A psychological analysis" Lawrence Erlbaum Associates 1975
• 73 Lemons, M., "Procedural justice in promotion decisions: Using perceptions of fairness to build employee commitment" 16 (16): 268-280, 2001
• 74 Earley, P. C., "Procedural justice and participation in task selection: The role of control in mediating justice judgments" 52 : 1148-1160, 1987
• 75 Day, D. V., "Personality similarity and work-related outcomes among African-American nursing personnel: A test of the supplementary model of person-environment congruence" 46 : 55-70, 1995
• 76 Argyris, C., "Personality and organization: The conflict between system and the individual" Harper & Brothers 1957
• 77 Posner, B. Z., "Person-organization values congruence: No support for individual differences as a moderating influence" 45 : 351-361, 1992
• 78 Van Vianen, A. E. M., "Person-organization fit: The match between newcomers’and recruiters’ perceptions for organizational cultures" 53 : 113-149, 2000
• 79 Kristof, A. L., "Person-organization fit: An integrative review of its conceptualizations, measurement, and implications" 49 : 1-49, 1996
• 80 Cable, D. M., "Person-organization fit, job choice decisions, and organizational entry" 67 : 294-311, 1996
• 81 Goodman, S. A., "Person-organization fit and contextual performance: Do shared values matter?" 55 : 254-275, 1999
• 82 Edwards, J. R., "Person-job fit: A conceptual integration, literature review, and methodological critique" 6 : 283-357, 1991
• 83 Wapner, S., "Person-in-environment psychology: A holistic, developmetal, systems-oriented perspective in Person-environment psychology: New directions and perspectives" Lawrence Erlbaum Associates 25-60, 2000
• 84 Edwards, J. R., "Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research in Theories of organizational stress" Oxford University Press 28-67, 1998
• 85 Werbel, J. D., "Person-environment fit in the selection process" JAI Press 17 : 209-243, 1999
• 86 Walsh, W. B., "Person-environment congruence: A response to the Moos perspective" 31 : 347-352, 1987
• 87 Kwon, S., "Permanent/contingent employees’ justice perception, in role behavior, organizational citizenship behavior (OCB): An empirical analysis of the motivational process and consequences according to employment status" 30 (30): 1-22, 2006
• 88 Pervin, L. A., "Performance and satisfaction as a function of individual-environment fit" 69 : 56-68, 1968
• 89 Dunegan, K. J., "Perceptions of an innovative climate: Examining the role of divisional affiliation, work group interaction, and leader/subordinate exchange" 39 : 227-235, 1992
• 90 Wayne, S. J., "Perceived organizational support and leader-member exchange: A social exchange perspective" 40 : 82-111, 1997
• 91 Masterson, S. S., "Perceived organizational membership: An aggregate framework representing the employee-organization relationship" 24 : 473-490, 2003
• 92 Kristof-Brown, A. L., "Perceived applicant fit: Distinguishing between recruiters’perceptions of person-job and person-organization fit" 53 : 643-671, 2000
• 93 O’Reilly, C. A. III, "People and organizational culture: A profile comparison approach to assessing person-organization fit" 34 (34): 487-516, 1991
• 94 O’Reilly, C. A. Ⅲ., "Organizational commitment and psychological attachment: The effects of compliance, identification and internalization on prosocial behavior" 71 : 492-499, 1986
• 95 Podsakoff, P. M., "Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research" 26 : 513-563, 2000
• 96 Organ, D. W., "Organizational citizenship behavior: The good soldier syndrome" Lexington Books 1988
• 97 Smith, C. A., "Organizational citizenship behavior: Its nature and antecedents" 68 : 655-663, 1983
• 98 Turban, D. B., "Organizational attractiveness: An interactionist perspective" 78 (78): 184-193, 1993
• 99 Sole, K., "Opinion similarity and helping: Three field experiments investigating the bases of promotive tension" 11 : 1-13, 1975
• 100 Colquitt, J. A., "On the dimensionality of organizational justice: A construct validation of a measure" 86 : 386-400, 2001
• 101 Opotow, S., "Moral exclusion and injustice: An introduction" 46 : 1-20, 1990
• 102 Harman, H. H., "Modern factor analysis" University of Chicago Press 1976
• 103 Chatman, J. A., "Matching people and organizations: Selection and socialization in public accounting firms" 36 (36): 459-484, 1991
• 104 Nicholson, N., "Managerial job change: Men and women in transition" Cambridge University Press 1988
• 105 Jacobs, T. O., "Leadership and exchange in formal organizations" Human Resources Research Organization 1970
• 106 Keller, T., "Leadership and empowerment: A social exchange perspective" 48 : 127-147, 1995
• 107 Colquitt, J. A., "Justice in teams: Antecedents and consequences of procedural justice climate" 55 : 83-109, 2002
• 108 Colquitt, J. A., "Justice at the millennium: A meta-analytic review of 25 years of organizational justice research" 86 : 425-445, 2001
• 109 Niehoff, B. P., "Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior: The importance of the employee’s perspective" 37 : 1543-1547, 1993
• 110 Greenberg, J., "Justice and organizational citizenship: A commentary on the state of the science" 6 : 249-256, 1993
• 111 Wenzel, M., "Justice and identity: The significance of inclusion for perceptions of entitlement and the justice motive" 26 : 157-176, 2000
• 112 Adkins, C. L., "Judgements of fit in the selection process: The role of work value congruence" 47 : 605-623, 1994
• 113 Iaffaldano, M. T., "Job satisfaction and job performance: A meta-analysis" 97 (97): 251-273, 1985
• 114 Motowidlo, S. J., "Job performance" Wiley 12 : 39-53, 2003
• 115 Flynn, F., "It’s different to give than to receive: Predictors of givers’ and receivers’ reactions to favor exchange" 88 (88): 1034-1045, 2003
• 116 Cable, D. M., "Interviewers’ perceptions of person-organization fit and organizational selection decisions" 82 : 546-561, 1997
• 117 Baskett, G. D., "Interview decisions as determined by competency and attitude similarity" 57 : 343-345, 1973
• 118 Kramer, R. M., "Intergroup relations and organizational dilemmas: The role of categorization processes" JAI Press 13 : 191-228, 1991
• 119 Endler, N. S., "Interactional psychology and personality" Wiley 1976
• 120 Masterson, S. S., "Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships" 43 : 738-748, 2000
• 121 Earley, P. C., "Informational mechanisms of participation influencing goal acceptance, satisfaction and performance" University of Illinois 1984
• 122 Adams, J. S., "Inequity in social exchange" Academic Press 7 : 267-299, 1965
• 123 Chatman, J. A., "Improving interactional organizational research: A model of person-organization fit" 14 (14): 333-349, 1989
• 124 Podsakoff, P. M., "Impact of organizational citizenship behavior on organizational performance: A review and suggestions for future research" 10 : 133-151, 1997
• 125 Schaubroeck, J., "How similarity to peers and supervisor influences organizational advancement in different cultures" 45 (45): 1120-1136, 2002
• 126 Sekiguchi, T., "How organizations promote person-environment fit: Using the case of Japanese firms to illustrate institutional and cultural influences" 23 : 47-69, 2006
• 127 Moorman, R. H., "How does organizational justice affect organizational citizenship behavior" Lawrence Erlbaum Associates 12 : 355-380, 2005
• 128 Graf, R. G., "Helping behavior as a function of interpersonal perception" 86 : 227-231, 1972
• 129 Kristof-Brown, A., "Goal congruence in project teams: Does the fit between members’ personal mastery and performance goals matter?" 86 : 1083-1095, 2001
• 130 Kerlinger, F. N., "Foundations of behavioral research" Harcourt College Publishers 2000
• 131 Raabe, B., "Formal mentoring versus supervisor and coworker relationships: Differences in perceptions and impact" 24 : 271-293, 2003
• 132 Becker, T. E., "Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal" 35 (35): 232-244, 1992
• 133 Elfenbein, H. A., "Fitting in: The effects of relational demography and person-culture fit on group process and performance" 32 (32): 109-142, 2007
• 134 Diener, E., "Explaining differences in societal levels of happiness: Relative standards, need fulfillment, culture and evaluation theory" 1 : 41-78, 2000
• 135 Borman, W. C., "Expanding the criterion domain to include elements of contextual performance in Personnel selection in organizations" Jossey-Bass 71-98, 1993
• 136 Blau, P. M., "Exchange and power in social life" Wiley 1964
• 137 Deutsch, M., "Equity, equality, and need: What determines which value will be used as the basis of distributive justice?" 31 : 137-149, 1975
• 138 Witt, L. A., "Enhancing goal congruence: A solution to organizational politics" 83 : 666-674, 1998
• 139 Murray, H. A., "Endeavors in psychology in Selections from the personology of Henry A. Marray" Harper & Row Publishers 1981
• 140 Cole, N. D., "Effects of training in procedural justice on perceptions of disciplinary fairness by unionized employees and disciplinary subject matter experts" 82 (82): 699-705, 1997
• 141 Good, L. R., "Effects of person-group and intragroup attitude similarity on perceived group attractiveness and cohesiveness" 25 (25): 215-217, 1971
• 142 Opotow, S., "Drawing the line: Social categorization and moral exclusion in Conflict, cooperation, and justice" Jossey Bass 347-369, 1995
• 143 Bretz, R. D. Jr., "Do people make the place? An examination of the attraction-selection-attrition hypothesis" 42 : 561-581, 1989
• 144 McFarlin, D. B., "Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes" 35 : 626-637, 1992
• 145 Lauver, K. J., "Distinguishing between employees’ perceptions of person-job and person-organization fit" 59 : 454-470, 2001
• 146 Turner, J. C., "Discovering the social group: A self-categorization theory" Basil Blackwell 1987
• 147 Scott, S. G., "Determinants of innovative behavior: A path model of individual innovation in the workplace" 37 : 580-607, 1994
• 148 Tsui, A. S., "Demographic differences in organizations: Current research and future directions" Lexington Press 1999
• 149 Joy, V. L., "Delay of gratification as a moderator of the procedural justice-distributive justice relationship" 17 (17): 297-308, 1992
• 150 Kwon, J. W., "Cross-national differences in effects of distributive justice and procedural justice in Korea" 10 (10): 129-154, 2006
• 151 Tyler, T. R., "Cooperation in groups: Procedural justice, social identity, and behavioral engagement" Psychology Press 2000
• 152 Kristof-Brown, A. L., "Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit" 58 (58): 281-342, 2005
• 153 Hobman, E. V., "Consequences of feeling dissimilar from others in a work team" 17 : 301-325, 2003
• 154 Tziner, A., "Congruency issue retested using Fineman’s achievement climate notion" 2 : 63-78, 1987
• 155 Downey, H. K., "Congruence between individual needs, organizational climate, job satisfaction and performance" 18 : 149-155, 1975
• 156 Podsakoff, P. M., "Common method biases in behavioral research: A critical review of the literature and recommend ed remedies" 88 : 879-903, 2003
• 157 Konovsky, M. A., "Citizenship behavior and social exchange" 17 : 253-266, 1996
• 158 Tsui, A. S., "Beyond simple demographic effects: The importance of relational demography in supervisor-subordinate dyads" 32 : 402-423, 1989
• 159 Restubog, S. L. D., "Behavioral outcomes of psychological contract breach in a non-western culture: The moderating role of equity sensitivity" 18 (18): 376-386, 2007
• 160 Ajzen, I., "Attitude-behavior relations: A theoretical analysis and review of empirical research" 84 (84): 888-918, 1977
• 161 Ko, J., "Assessment of Meyer and Allen’s three component model of organizational commitment in South Korea" 84 : 961-973, 1997
• 162 Mayer, D. M., "Are you in or out? A group-level examination of the effects of LMX on justice and customer satisfaction" University of Maryland 2004
• 163 Judge, T. A., "Applicant personality, organizational culture, and organizational attraction" 50 : 539-593, 1997
• 164 Shields, M. D., "Antecedents and consequences of participative budgeting: Evidence on the effects of asymmetrical information" 5 : 265-280, 1993
• 165 Graham, J. W., "An essay on organizational citizenship behavior" 4 : 249-270, 1991
• 166 Farh, J. L., "Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction" 16 : 705-721, 1990
• 167 Meglino, B. M., "A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes" 74 : 424-432, 1989
• 168 Greenberg, J., "A taxonomy of organizational justice theories" 12 : 9-22, 1987
• 169 Salancik, G., "A social information processing approach to job attitudes and task design" 23 : 224-253, 1978
• 170 Wenzel, M., "A social categorization approaches to distributive justice: Social identity as the link between relevance of inputs and need for justice" 40 : 315-335, 2001
• 171 Tyler, T. R., "A relational model of authority in groups" Academic Press 25 : 115-191, 1992
• 172 Hoffman, B. J., "A quantitative review of the relationship between person-organization fit and behavioral outcomes" 68 (68): 389-399, 2006
• 173 Dawis, R. V., "A psychological theory of work adjustment" University of Minnesota Press 1984
• 174 Hauenstein, N. M. T., "A meta-analysis of the relationship between procedural justice and distributive justice: Implications for justice research" 13 : 39-56, 2001
• 175 Verquer, M. L., "A meta-analysis of relations between person-organization fit and work attitudes" 63 : 473-489, 2003
• 176 Saks, A. M., "A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes" 50 : 395-427, 1997
• 177 Martin, T., "A contextual model of employee turnover intentions" 22 : 313-324, 1979