Quality of supervisor-subordinate relationship, cultural values, and organizational justice

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Title: Quality of supervisor-subordinate relationship, cultural values, and organizational justice
Author: Ren, Run
Abstract: Organizational justice literature indicates that high quality relationships will result in more favorable treatment of the individual . However , little has been done regarding how relationships with the supervisor (i .e . , ingroup /outgroup identification , leader -member exchange , and guanxi : a Chinese concept for interpersonal relationship ) can influence the effects of organizational justice on employees ? job satisfaction , organizational commitment , trust in the supervisor , and trust in the organization . Thus , the first purpose of this dissertation is to examine how different relationships with the supervisor influence the effects of organizational justice on individual and organizational outcomes . Further , most of the current research on organizational justice is done in the U .S . culture . But , there is still doubt that employees recognize principles of justice the same across all cultures , and that organizational justice would have the same consequences on affected employees . The second purpose of my dissertation is to investigate how the relationships between organizational justice and its consequences vary among employees with different cultural values , specifically in the U .S . and China . Finally , I explore the potential three -way interaction of relationships with supervisors , cultural values , and organizational justice on key outcomes . Specifically , I hypothesized that supervisor -subordinate relationships and cultural values will each separately moderate the effects of organizational justice on outcome variables . In addition , I hypothesized that there will be joint moderating effects of supervisor -subordinate relationships and cultural values on the influence of organizational justice . Data were collected from the U .S . and China to test the hypotheses of the present study . Results from hierarchical linear regression showed that only a small percent of hypothesized effects was significant and there was no strong evidence to support hypotheses . However , there were also some interesting results . LMX , guanxi , and ingroup identification all exhibited some extent of moderating roles on the effects of organizational justice , suggesting a multi -dimensional supervisor -subordinate relationship . Cultural values did not show much moderating effects as predicted . Threeway interactions among organizational justice , supervisor -subordinate relationships , and cultural values were more complex and did not show a consistent pattern . Possible explanations for these results and limitations were discussed . Contribution to the literature , practical implications , and future research were also addressed .
URI: http : / /hdl .handle .net /1969 .1 /ETD -TAMU -2554
Date: 2009-05-15

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Quality of supervisor-subordinate relationship, cultural values, and organizational justice. Available electronically from http : / /hdl .handle .net /1969 .1 /ETD -TAMU -2554 .

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