The effects of internal and external sources of justice on employee turnover intention and organizational citizenship behavior toward clients and workgroup members
研究考察了来自客户和工作群体的公正感知对员工离职意向和组织公民行为的独特预测作用，发现客户公正感知能预测面向客户的组织公民行为和离职意向，工作群体公正感知能预测面向工作群体的组织公民行为。
Organizational justice research tends to focus on the effects of fair treatment from organizations or supervisors on employee attitudes and behaviors. Thus, there is a dearth of research on the effects of fair treatment attributable to other parties that employees interact with at work such as coworkers and clients. Controlling for organization-focused and supervisor-focused justice, results from our field study of employees working in a healthcare organization demonstrate that perceptions of client-focused fairness uniquely predicts supervisor ratings of employees organizational citizenship behavior toward clients and that perceptions of workgroup-focused justice uniquely predicts organizational citizenship behavior toward workgroups. Further, we find that client-focused justice perceptions uniquely predict employee turnover intention.