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Workforce Differentiation, Organizational Justice, and Perceived Organizational Support

Koch, M., Park, Sarah (2016) Workforce Differentiation, Organizational Justice, and Perceived Organizational Support. In: Academy of Management Proceedings. 18249. Academy of Management (doi:10.5465/AMBPP.2016.18249abstract) (The full text of this publication is not currently available from this repository. You may be able to access a copy if URLs are provided) (KAR id:61708)

The full text of this publication is not currently available from this repository. You may be able to access a copy if URLs are provided.
Official URL:
http://dx.doi.org/10.5465/AMBPP.2016.18249abstract

Abstract

This study investigates how workforce differentiation affects organizational justice and perceived organizational support (POS). Based on theories of organizational justice and social exchange, it is hypothesized that workforce differentiation affects POS via perceptions of overall organizational justice, such that a higher workforce category ranking of an employee leads to increased perceptions of organizational justice. Organizational justice, in turn, is hypothesized to a positive relationship with POS. The results show empirical support for the hypothesized mediation process. In addition, several hypotheses about the moderating influence of individual differences on these relationships are put forward and tested.

Item Type: Conference or workshop item (Proceeding)
DOI/Identification number: 10.5465/AMBPP.2016.18249abstract
Divisions: Divisions > Kent Business School - Division > Department of Leadership and Management
Depositing User: Michael Koch
Date Deposited: 12 May 2017 10:26 UTC
Last Modified: 17 Aug 2022 12:21 UTC
Resource URI: https://kar.kent.ac.uk/id/eprint/61708 (The current URI for this page, for reference purposes)

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