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Cited by 1,462Job Satisfaction and Organizational BehaviorSocial Power and Status DynamicsEmployee Performance and Motivation

Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives.

Colquitt, Jason A., Scott, Brent A., Rodell, Jessica B., Long, David M., Zapata, Cindy P., Conlon, Donald E., Wesson, Michael J.·2013·Journal of Applied Psychology
DOI 10.1037/a0031757
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Abstract

Although a flurry of meta-analyses summarized the justice literature at the turn of the millennium, interest in the topic has surged in the decade since. In particular, the past decade has witnessed the rise of social exchange theory as the dominant lens for examining reactions to justice, and the emergence of affect as a complementary lens for understanding such reactions. The purpose of this meta-analytic review was to test direct, mediating, and moderating hypotheses that were inspired by those 2 perspectives, to gauge their adequacy as theoretical guides for justice research. Drawing on a review of 493 independent samples, our findings revealed a number of insights that were not included in prior meta-analyses. With respect to social exchange theory, our results revealed that the significant relationships between justice and both task performance and citizenship behavior were mediated by indicators of social exchange quality (trust, organizational commitment, perceived organizational support, and leader-member exchange), though such mediation was not apparent for counterproductive behavior. The strength of those relationships did not vary according to whether the focus of the justice matched the target of the performance behavior, contrary to popular assumptions in the literature, or according to whether justice was referenced to a specific event or a more general entity. With respect to affect, our results showed that justice-performance relationships were mediated by positive and negative affect, with the relevant affect dimension varying across justice and performance variables. Our discussion of these findings focuses on the merit in integrating the social exchange and affect lenses in future research.

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Crossref · 10.1037/a0031757

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  • A recent meta-analysis of 25 years of organizational justice research indicates that SET variables such as trust, organizational commitment, perceived organizational support, and leader-member exchange are important to relations among justice, task performance, and citizenship behavior.

    “For example, a recent meta-analysis of 25 years of organizational justice research indicates that SET variables such as trust, organizational commitment, perceived organizational support, and leader-member exchange are important to relations among justice, task performance, and citizenship behavior (Colquitt et al., 2013).”

    From The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018) · cites this paper as Colquitt et al., 2013

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Authors
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J.
Affiliations
  • University of Georgia (US)
  • Michigan State University (US)
  • William & Mary (US)
  • Texas A&M University (US)
ORCID
Venue
Journal of Applied Psychology
Publisher
American Psychological Association (APA)
Published
2013-03
Volume
98
Issue
2
Pages
199-236
ISSN
  • 0021-9010 (ISSN-L)
  • 1939-1854
DOI
10.1037/a0031757
OpenAlex
W2068405465
Cited by
1,462
References
21
Citations by year
2026: 131 · 2025: 111 · 2024: 111 · 2023: 134 · 2022: 128 · 2021: 135 · 2020: 121 · 2019: 102 · 2018: 119 · 2017: 122 · 2016: 90 · 2015: 91 · 2014: 52 · 2013: 9
FWCI
166.01
Type
journal article
Language
en
Open access
closed
Locations
  • Journal of Applied Psychology (publishedVersion)
  • PubMed (publishedVersion)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Sociology and Political Science › Social Power and Status Dynamics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Motivation
Keywords
organizational justice, social exchange theory, affect, task performance, organizational citizenship behavior, counterproductive behavior, trust, organizational commitment, perceived organizational support, leader-member exchange, positive and negative affect, mediation, moderating effect
MeSH terms
Affect, Humans, Interpersonal Relations, Psychological Theory, Social Justice, History, 21st Century

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