Do East Asians Respond More/Less Strongly to Organizational Justice Than North Americans? A Meta‐Analysis
通过元分析比较东亚与北美地区组织公正感知对情感承诺、工作满意度、离职意向和信任的影响，发现北美地区的影响效应普遍大于东亚地区。
abstract The present study reported a meta‐analysis of the relationship between justice perceptions and affective organizational commitment, job satisfaction, turnover intentions, and trust in East Asia. Based on the tripartite model of self concept, we argued that the relationship between justice perceptions and outcome variables may be influenced by the salience of the personal versus relational/collective dimensions of self concept. Specifically, we argued that the salience of the personal self concept may lead to larger effect sizes in North America. While we also argued that the salience of the relational/collective self concept may increase the effect of justice perceptions in East Asia, these effects may be potentially eclipsed by the concerns for social harmony in this region. Results of our study suggest that in general, the effects of justice on outcome variables tend to be greater in North America than in East Asia.