Personal Value Orientation as a Moderator in the Relationships Between Perceived Organizational Justice and Its Hypothesized Consequences

This study examined whether personal value orientation moderated the relationships between perceived organizational justice and its three hypothesized consequences: group pride, respect within the group, and turnover intentions. On the basis of conceptual correspondences between self-enhancement and self-transcendence values of Schwartz's value typology and previous conceptualizations of distributive and procedural justice two hypotheses were developed and tested with a sample of 160 employees of a research organization. It was predicted and found that relationships between distributive justice and outcome variables were stronger among people who were high in self-enhancement values (power, achievement). The relationships between procedural justice and outcome variables, by contrast, were predicted to be stronger among those high in self-transcendence values (universalism, benevolence). Our results provided no support for the latter hypothesis.