Relationship between organizational justice and employee work outcomes: a cross‐national study
研究了组织公平感对员工满意度、绩效和缺勤的影响，发现权力距离（而非国家或个人主义）调节了这些关系，低权力距离者（如美国样本）中公平感的影响更强。
Abstract This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power distance index, and most of these study participants were in the U.S. (versus Hong Kong) sample. Limitations of the study and the implications of the findings for managing cross‐culturally are discussed. Copyright © 2001 John Wiley & Sons, Ltd.