Justice in organizations: The group-value model and behavioral orientations toward organizational change

Abstract

Studied the relation of group values, behavioral orientation toward organizational change, and psychological parameters in 176 administrators and technical workers in an insurance company in Portugal. Ss were asked to think of a relevant conflict or problem situation with their supervisor, to evaluate the supervisor's behavior in relation to 3 justice dimensions (interactional, procedural, distributive), and to state aspects most valued in conflict or problem situations. Mediation analysis tests at organizational, departmental, and work-group levels were also used. The results indicate that relational justice judgments are correlated with pride, respect, and behavioral orientation and are valued in both conflict and problem situations involving supervisors. The results suggest that the group-value model is valid at departmental and work-group organizational levels and for active–positive and normative behavioral orientations.

DOI: http://dx.doi.org/10.17575/rpsicol.v13i1/2.558