Organizational Justice And Organizational Citizenship Behavior, The Relationship Between Organizational Retaliation

Justice has been a research attention all the while. As truth is the first virtue of ideology, justice has been claimed to be the first virtue of social institutions (Rawls, 1971). However, justice involves diverse fields: social justice focuses on the harmony of whole society while organizational justice relates to distribution and inspiritment in organization. Organizational justice is an important predicting index for the effective functioning of organizations.On the other hand, organizational members also influence the effective functioning of organizations with in-role behaviors or extra-role behaviors. And the extra-role behaviors include Organizational Citizenship Behaviors (OCBs) and Organizational Retaliatory Behaviors (ORBs). The purpose of this research was to test for the relationships between organizational justice and OCB/ORB and the role of Chinese Big Seven personality as a moderator in the relationships between organizational justice and OCB/ORB. The research content were as follow:1. Confirmation of four-factor model of organizational justice. There is not a consistent conclusion about the dimensions of organizational justice. It includes single-factor model, double-factor model, three-factor model, and four-factor model. This study proved that organizational justice should consist of four dimensions with Confirmatory Factor Analysis (CFA), as the value of NFI, IFI, TLI, CFI were all above 0.90 and the value of RMSEA was less than 0.10.2. Exploration of ORB factor structure. ORB is harder to be test for its concealment. Hence, there are few empirical study about ORB. This study made a primary exploration of ORB dimensions and proved that the fit index of double-factor model is better than that of single-factor model.3. Test for the relationship between organizational justice and OCB. This study tested the relationship between organizational justice and OCB by hierarchical regression. It was found that only interpersonal justice had positive affect on OCB while other dimensions of organizational justice had no affect on OCB. And the affect of interpersonal justice included the whole two dimensions of OCB (e.g. OCBI andOCBO). This result was different from the find of other researchers.4. Test for the relationship between organizational justice and ORB. This study also tested the relationship between organizational justice and ORB by hierarchical regression. It was found that only interpersonal justice had negative affect on ORBI while procedural justice, interpersonal justice and informational justice had negative affect on ORBO. Then the study made a dominance analysis to determine which dimension of organizational justice was most important in predicting ORBO. And it was found that procedural justice and informational justice had more powerful effect than interpersonal justice. The study didn't find the relationship between distributive justice and ORB.5. Test for the moderation role of Chinese Big Seven personality. This study tested for Chinese Big Seven personality as a moderator between organizational justice and OCB/ORB. It was found that only Behavior Styles made a moderate effect on the relationship between organizational justice (distributive justice dimension) and OCB (OCBO dimension). And the moderate effect of Behavior Styles was neutralizing. On the other hand, among Chinese Big Seven personality, it was also found that Extraversion, Behavior Styles, Emotions, Human Relations and Ways of Life were moderators in the relationship between organizational justice and ORB. The finds were as follow: (1) Extraversion strengthened the negative relationships between interpersonal justice/informational justice and ORBO;(2) Behavior Styles neutralized the negative relationships between procedural justice and ORBO;(3) Ways of Life strengthened the negative relationships between distributive justice and ORBO;(4) Emotions neutralized most of the negative relationships between organizational justice dimensions and ORB dimensions. For the ORBI dimension, it was found that Emotions neutralized the negative relationships between procedural justice/interpersonal justices and ORBI. For the ORBO dimension, it was found that Emotions neutralized all the negative relationships between organizational justice dimensions and ORBO;(5) Human Relations also moderate most of the negative relationships between organizational justice dimensions and ORB dimensions. But the effect of Human Relations was different from that of Emotions. On the contrary, themoderate role of Human Relations was strengthening than neutralizing. For the ORB I dimension, it was found that Human Relations strengthened the negative relationships between procedural/interpersonal/informational justices and ORBI. For the ORBO dimension, it was found that Human Relations strengthened all the negative relationships between organizational justice dimensions and ORBO.6. Since there were five dimensions of Chinese big seven personality influencing the relationship between organizational justice and ORB as moderator, it was necessary to test which ones made unique variance. Hence, the study made a usefulness analysis by hierarchical regression using a three-step procedure. And it was found that only the Emotions dimension was unique moderator.7. This study made a test for the relationships between demography variables and ORB originally. And it is found that gender and age had important effect on ORB. In a word, it was more likely to lead ORBI for male than for female and ORBO for younger than for elder.This article had taken an exploratory research in some fields, e.g. the moderation role of Chinese Big Seven personality and the research of Chinese Organizational Retaliatory Behavior. It is hoped that the finds of this study could promote the development of these research fields.