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Dissenter Turnover : = The Roles of Organizational Justice, Negative Emotion, and Organizational Identification.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Dissenter Turnover :/
其他題名:	The Roles of Organizational Justice, Negative Emotion, and Organizational Identification.
作者:	Harp, Elizabeth R.
面頁冊數:	1 online resource (140 pages)
附註:	Source: Dissertations Abstracts International, Volume: 83-02, Section: B.
Contained By:	Dissertations Abstracts International83-02B.
標題:	Standard deviation. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28419665click for full text (PQDT)
ISBN:	9798516956744

Dissenter Turnover : = The Roles of Organizational Justice, Negative Emotion, and Organizational Identification.
Harp, Elizabeth R.

Dissenter Turnover :The Roles of Organizational Justice, Negative Emotion, and Organizational Identification. - 1 online resource (140 pages)

Source: Dissertations Abstracts International, Volume: 83-02, Section: B.

Thesis (Ph.D.)--University of Nebraska at Omaha, 2021.

Includes bibliographical references

Dissenters challenge the majority position or perspective in order to improve group processes and outcomes (De Dreu et al., 2000; Garner & Iba, 2015). In line with the predictions of minority influence theory (Nemeth, 1986), dissenters have been connected to multiple positive group outcomes, including increased creativity and innovation (Nemeth et al., 2001). Although dissenters improve group decision making, they also present challenges to groups such as decision delay and negative team climate (Curseu et al., 2012; Kruglanski & Webster, 1991). In order to help groups retain dissenters, the current study focused on better understanding predictors of dissenter turnover intentions, including organizational justice, negative emotion, and organizational identification. Drawing upon the normative conflict model (Packer, 2008), group engagement model (Tyler & Blader, 2003) and affective events theory (Weiss & Cropanzano, 1996), the effects of outcome favorability, procedural justice, and interpersonal justice on dissenter turnover intentions were predicted to be mediated by both negative emotion and organizational identification. The study was a 2 (favorable outcome vs. unfavorable outcome) X 2 (high procedural justice vs. low procedural justice) X 2 (high interpersonal justice vs. low interpersonal justice) between-subjects design using experimental vignette methodology. Full-time workers (N = 323) completed the study via an online survey platform (Prolific) and were asked to imagine themselves as employees assigned to project teams charged with making hiring decisions. Structural equation modeling was used to analyze the data. Overall, when groups responded to dissent in ways that were higher in interpersonal justice, procedural justice, and outcome favorability, dissenters were less likely to experience negative emotion, and through their reduced negative emotion, have lower turnover intentions at both the organizational and team levels. Although organizational identification predicted both organizational and team turnover intentions, organizational identification did not play a mediating role in the relationship between organizational justice, negative emotion, and turnover intentions. A major implication of the study is to recommend organizations and groups ensure high levels of organizational justice when responding to dissent.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798516956744Subjects--Topical Terms:

3560390
Standard deviation.
Subjects--Index Terms:

DissentIndex Terms--Genre/Form:

542853
Electronic books.

Dissenter Turnover : = The Roles of Organizational Justice, Negative Emotion, and Organizational Identification.
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