The Relationship between Organizational Justice and Organizational Citizenship Behaviour: The Role of Cultural Value Orientations
通过美国和中国的两项研究，探讨员工的文化价值取向如何影响组织公正感知对组织公民行为的作用，发现程序公正与组织公民行为的关系受男性化-女性化取向调节，分配公正与组织公民行为的关系受权力距离调节。
Abstract In two studies conducted in the United States and the People's Republic of China, we examined how the effects of organizational justice perceptions on employees' organizational citizenship behaviours (OCB) are influenced by individually held cultural value orientations. In Study 1, we did not find evidence of moderation by cultural value orientation. In Study 2, we re-examined the moderated relationships and found that the relationship between procedural justice and OCB was significantly influenced by masculinity-femininity orientation and that the relationship between distributive justice and OCB was significantly moderated by power distance such that the relationships were more strongly positive when followers were more masculine and higher in power distance. Also, we extended our model to include perceived supervisor support as a mediator of the direct and moderated effects of justice perceptions on OCB. We found support for the mediation model, but did not find the moderated mediation effects we predicted. Due to the large number of non-significant findings and inconsistencies across our two studies, we conclude with recommendations for scholars who face similar challenges in their research.