An integrative self-definition model is proposed to improve our understanding of how procedural justice affects different outcome modalities in organizational behavior. Specifically, it is examined whether the strength of different levels of self-definition (collective, relational, and individual) each uniquely interact with procedural justice to predict organizational, interpersonal, and job/task-oriented citizenship behaviors, respectively. Results from experimental and (both single and multisource) field data consistently revealed stronger procedural justice effects (1) on organizational-oriented citizenship behavior among those who define themselves strongly in terms of organizational characteristics, (2) on interpersonal-oriented citizenship behavior among those who define themselves strongly in terms of their interpersonal relationships, and (3) on job/task-oriented citizenship behavior among those who define themselves weakly in terms of their distinctiveness or uniqueness. We discuss the relevance of these results with respect to how employees can be motivated most effectively in organizational settings.

citizenship behavior, procedural justice, self-definition, self-regulation
dx.doi.org/10.1177/0149206311410605, hdl.handle.net/1765/26031
ERIM Top-Core Articles
Journal of Management
Erasmus Research Institute of Management

Brebels, L, de Cremer, D, & van Dijke, M.H. (2014). Using Self-Definition to Predict the Influence of Procedural Justice on Organizational-, Interpersonal-, and Job/Task-Oriented Citizenship Behavior. Journal of Management, 40(3), 731–763. doi:10.1177/0149206311410605