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dc.contributor.authorRuder, Gary J.en
dc.date.accessioned2014-03-14T20:08:39Zen
dc.date.available2014-03-14T20:08:39Zen
dc.date.issued2003-03-24en
dc.identifier.otheretd-03312003-125551en
dc.identifier.urihttp://hdl.handle.net/10919/26565en
dc.description.abstractThe purpose of this study was to examine whether organizational practices' fairness (also known as organizational justice) and trustâ contribute to the enhancement of role breadth self-efficacy (RBSE), a form of proactive behavior. The sample consisted of 226 white-collar professionals in large and small organizations. Approximately 70% held a college degree. An a priori path model based on theoretical literature was generated to represent causal relationships among the variables. Two paths were explored: a) the relationship among procedural justice, trust in organization, and RBSE; and b) the relationship among interactional justice, trust in supervisor, and RBSE. Findings indicated a statistically significant relationship between procedural justice and trust in organization. The relationships between procedural justice and RBSE and trust in organization and RBSE were not significant. Interactional justice had a statistically significant relationship with trust in supervisor, but not with RBSE. The relationship between trust in supervisor and RBSE was not significant. Respondents expressed a strong trust in their organization, and a stronger trust in their immediate supervisor. The most important discovery in this study was the statistically significant relationship between education and RBSE. Individuals with graduate degrees reported the highest level of RBSE, followed by people with Bachelor's degrees. Globalization and technology are fueling demands for ever-increasing employee skills and higher levels of education. Organizations need highly educated, proactive individuals in order to be successful. Future research should continue to investigate variables and constructs that may enhance RBSE in the workplace.en
dc.publisherVirginia Techen
dc.relation.haspartTheRelationshipAmongOrganizationalJusticeTrustandRoleBreadthSelfEfficacy.pdfen
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subjectdistributive justiceen
dc.subjectprocedural justiceen
dc.subjectinteractional justiceen
dc.subjectproactive behavioren
dc.titleThe Relationship Among Organizational Justice, Trust, and Role Breadth Self-Efficacyen
dc.typeDissertationen
dc.contributor.departmentHuman Developmenten
dc.description.degreePh. D.en
thesis.degree.namePh. D.en
thesis.degree.leveldoctoralen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.disciplineHuman Developmenten
dc.contributor.committeechairWiswell, Albert W.en
dc.contributor.committeememberBelli, Gabriella M.en
dc.contributor.committeememberBoucouvalas, Marcieen
dc.contributor.committeememberMorris, Linda E.en
dc.contributor.committeememberEndlich, Normanen
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-03312003-125551/en
dc.date.sdate2003-03-31en
dc.date.rdate2004-04-21en
dc.date.adate2003-04-21en


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