Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction

• 成果类型: Article
• 署名作者: Janssen, O
• 署名单位: University of Groningen
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/3069447
• 发表日期: 2001
• 页码: 1039-1050
• 关键词: ACTIVATION THEORY; decision latitude; MODEL; determinants; INNOVATION; BEHAVIOR; stress; DESIGN; SCOPE

摘要

Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped demand-response relationships. In support of this hypothesis, survey results demonstrate that managers who perceive effort-reward fairness perform better and feel more satisfied in response to intermediate levels of job demands than managers who perceive underreward unfairness.