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Predicting workplace deviance from t...

Henle, Christine Ann.

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Predicting workplace deviance from the interaction between organizational justice and personality.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Predicting workplace deviance from the interaction between organizational justice and personality./
作者:	Henle, Christine Ann.
面頁冊數:	63 p.
附註:	Source: Dissertation Abstracts International, Volume: 62-05, Section: B, page: 2524.
Contained By:	Dissertation Abstracts International62-05B.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3013842
ISBN:	0493239448

Predicting workplace deviance from the interaction between organizational justice and personality.
Henle, Christine Ann.

Predicting workplace deviance from the interaction between organizational justice and personality. - 63 p.

Source: Dissertation Abstracts International, Volume: 62-05, Section: B, page: 2524.

Thesis (Ph.D.)--Colorado State University, 2001.

This study evaluated the validity of an interactional approach for studying workplace deviance. It was predicted that the relationship between organizational justice and workplace deviance would be stronger for employees who are low on socialization, or high on impulsivity or trait anger. Data collected from 151 employed undergraduate students offered some support for person by situation interactions. Socialization and impulsivity moderated the relationships between some types of organizational justice and workplace deviance in such a way that there was only a relationship between justice and deviance when employees scored lower on socialization or higher on impulsivity. Implications for research and organizations are discussed.

ISBN: 0493239448Subjects--Topical Terms:

626628
Business Administration, Management.

Predicting workplace deviance from the interaction between organizational justice and personality.
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502 $a Thesis (Ph.D.)--Colorado State University, 2001.
520 $a This study evaluated the validity of an interactional approach for studying workplace deviance. It was predicted that the relationship between organizational justice and workplace deviance would be stronger for employees who are low on socialization, or high on impulsivity or trait anger. Data collected from 151 employed undergraduate students offered some support for person by situation interactions. Socialization and impulsivity moderated the relationships between some types of organizational justice and workplace deviance in such a way that there was only a relationship between justice and deviance when employees scored lower on socialization or higher on impulsivity. Implications for research and organizations are discussed.
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