Validation of External Organizational Justice Assessment Through Replication, and Examination of Extraversion, Core Self-Evaluations, and Self-Monitoring as Moderators of the Relationship Between External Organizational Justice and Organizational Outcomes: A Two-Part Dissertation
Date of Award
Doctor of Education (EdD)
Curriculum, Instruction, and Leadership
In the first portion of this two-part dissertation, I attempted to replicate the findings published in Toaddy (2012), illustrating the relationships between External Organizational Justice (EJ) and a collection of organizational outcomes. In the second portion, I examined how the variables of Extraversion, Core Self-Evaluations (CSE), and Self-Monitoring (SM) moderate the relationships that were established in Toaddy (2012). The implications of this research attempted to illustrate the role that self-assessed personality factors can play in explaining and predicting the behavior of employees due to their perceptions of moral/immoral behaviors of their employers toward external entities. Cases that illustrate the importance of this research can be made out of a wide variety of scandals that businesses face on a daily basis, particularly in the age of social media and the nature of the viral video. However, the case that solidified this importance in my mind while I was developing the idea for the research was the incident with United Airlines and Dr. David Dao, in which the whole country was outraged by the behavior of the airline and the rough treatment the doctor received as he was bloodied and removed from the plane forcibly. Herein, we have a corporation and the behavior of that corporation toward and external entity. This is the basis for External Organizational Justice research. Moreover, the application of this study of behavior, we examine the impact of this behavior on the employees within that corporation. Will they still identify with the company if they disagree with the exhibited behavior? Will the company lose money because they have employees that will start to willfully behavior negatively in their own job roles? How likely will turnover be impacted, and who within the base of employees is most likely to leave after news like this? Understanding the variables in this research can help answer these questions, but it also reinforces that positive or negative corporate behavior can have farther reaching impacts than a dip in popularity or a momentary drop in stock price.
Luther, Clifton E., "" (2019). Dissertation. 39.
Industrial and Organizational Psychology Commons, Personality and Social Contexts Commons