When organizational justice and the self-concept meet: Consequences for the organization and its members

In two studies, we examined the joint effects of employed participants’ self-concept levels and perceptions of fairness on organizational attitudes and citizenship behavior intentions. We examined the effects of chronic self-concept activation in Study 1, whereas we primed the working self-concept in Study 2. Combining the results of both studies, we found support for our hypotheses that particular self-concept levels and organizational justice dimensions interact to predict various work-related outcomes. Specifically, we observed interactions between the relational self-concept and interactional justice, and between the collective self-concept and procedural justice, such that the justice–outcome relationships were stronger for those experiencing higher activation on the relevant self-concept level. Thus, as hypothesized, justice information is weighted differently depending on the particular level of self-concept that is active. In addition, interesting direct effects of employees’ self-concepts were also observed. We discuss the implications of these findings and the importance of considering the self-concept in conjunction with organizational justice.     

The Legacy,Leadership, and Hope of Pan‐African Women as a Missional Focus for Theological Education

This article analyzes the experience and self‐understanding of Pan‐African women of faith, who have often been viewed at the margins of church history and in the larger context of this history. This article challenges this marginal location. It argues that through the theological lens of the ecumenical Pilgrimage of Justice and Peace—and under the tenets of via positiva, via negativa, and via transformativa—the historical, present, and future pilgrimage of Pan‐African women of faith and their vision of hope needs to be further examined for a more inclusive embrace and accompaniment of the ecumenical community. Theological education should be a priority in preparing leaders for advancing the agenda of justice and peace. The article concludes by detailing the past, recent, and future work of the Pan‐African Women's Ecumenical Empowerment Network (PAWEEN) and its partners.     

Reproductive justice and support for young fathers

The current article addresses the interests and contributions of fathers to child development and well-being within a reproductive and social justice framework. We present an overview of research on the role of fathers in the lives of children from the prenatal period through early childhood, with an emphasis on fathers as partners and caregivers in promoting the reproductive health and safety of women and the healthy development of young children. We explore especially the challenges of young, at-risk fathers as well as system and practice opportunities that support their contributions as partners and parents. Our goal of the article is to extend the discourse on reproductive and social justice to include the shared responsibility of all parents and facilitate circumstances whereby children experience the support needed to become nurturing caregivers for the next generation.     

Ecology of Sites of Confinement: Everyday Life in a Detention Center for Illegalized Non‐citizens

Drawing on almost 3 years of fieldwork, comprising qualitative interviews and ethnographic observations, this study provides an exploration into the detention of illegalized non‐citizens in Italy. Taking the largest detention center as a case study, the fabric of everyday life and the lived experiences of people, both detainees and professional actors, are the focus of examination. An ecological community psychology framework, with a focus on justice, guided the data collection, analysis, and interpretation. Findings highlight the oppressive qualities of detention, and its ripple effects on people's life spaces. Scarcity of resources, activities, and information created a very distressing environment for detainees, also enhancing feelings of powerlessness and frustration in professionals willing to assist them. Uncertainty and instability, rather than coercion or discipline, emerged as modes of governing and dominating. Bound in a different space and time, detainees were turned into unwanted and expendable others, their confinement becoming a means to extract profit from them. Yet, people languishing in these sites displayed an extraordinary ability to cope with, resist, and challenge the persisting conditions of injustice they endured. We conclude by highlighting the potential of the proposed framework, and discussing broader implications of our findings and avenues for research and action.     

How regulatory focus impacts the process-by-outcome interaction for perceived fairness and emotions

Judgments of fairness take into account at least two pieces of information—the outcome received and the process by which the outcome was assigned. Generally speaking, low levels of fairness are apt to be reported when the outcome is unfavorable and the allocation process is deemed inappropriate. In this study, we investigate how regulatory focus theory can further our understanding of the process by outcome interaction. Specifically, when individuals are working to add to their earnings (a promotion focus) the typical effect is observed. However, when individuals are focused on maintaining something that is their own (a prevention focus) the most negative emotion occurs when individuals are allocated an unfavorable outcome through a process that contains procedural safeguards.     

Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing a theoretical model to explain retirement decisions are also discussed.

Examination of Gender Differences in Modeling OCBs and Their Antecedents in Business Organizations in Taiwan

This research presents a model of organizational citizenship behaviors (OCBs) mediated by social network ties using gender as a moderator. In the proposed model, OCBs are influenced indirectly by the need for power-prestige, outcome interdependence, and person-organization fit through the mediation of instrumental ties and expressive ties, which are considered social network ties. Gender moderates several paths in the model. The moderating effects of gender are simultaneously examined using data collected in Taiwan. Test results show that the influence of the need for power-prestige on expressive ties is stronger for women than for men, and the influence of the need for power-prestige on instrumental ties is stronger for men than for women. Moreover, the influence of outcome interdependence on instrumental ties is stronger for men than for women. Finally, detailed findings and their implications are discussed.     

Retrospective Analysis of Gender Differences in Reaction to Media Coverage of Crisis Events: New Insights on the Justice and Care Orientations

We surveyed 2,125 men and 3,735 women (N = 5,860) across the USA to test hypothesized relationships regarding women’s and men’s use of justice and care orientations when they confront crisis events with moral implications. Consistent with previous research, we found that women were more likely than men to adopt a care orientation. Contrary to expectations, however, women also adopted a justice response to a greater degree than did men. We found that, in response to a crisis, women, unlike men, were more likely to believe they would connect with others and take action. Implications for explaining inconsistencies in prior research findings on the justice and care orientations, and for conceptualizing these important constructs in a new way, are discussed.     

Work-life benefits and organizational attachment: Self-interest utility and signaling theory models

This study examines two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment. The self-interest utility model posits that work-life policies influence organizational attachment because employee use of these policies facilitates attachment. The signaling model posits that these policies facilitate attachment indirectly through perceived organizational support. Regression analyses explored both models using a sample of 286 full time employees. Results supported both the signaling model and the self-interest utility model. For women, the availability of work-life benefits influenced organizational attachment irrespective of use, and these effects were mediated by support perceptions, consistent with the signaling model. In contrast, the self-interest model was also supported for men only. Specifically, the availability and use of flexible schedules interacted in predicting affective commitment among men such that flexible schedule availability was positively related to commitment only when use was high and negatively related to commitment when use was low. Dependent care assistance and schedule flexibility also interacted in predicting affective commitment, turnover intentions, and perceived organizational support, suggesting that the effect of policy implementation may depend on what other policies are already offered by the organization. Findings are discussed in terms of implications for theory and organizational practice.     

The relation between employee organizational and professional development activities

A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a sample of 197 medical technologists over a four year time period. Prior ODA and PDA were controlled for before testing hypotheses. Results showed that the common antecedent of learning motivation was a robust indicator of both ODA and PDA. Looking at parallel antecedents, job satisfaction and affective organizational commitment had a positive impact on ODA, while occupational satisfaction and affective occupational commitment had a positive impact on PDA. ODA had a negative impact on subsequent intent to leave organization, but PDA did not have a similar impact on intent to leave profession. Study limitations, issues around operationalizing ODA and PDA, and future research directions are discussed.