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Peer evaluations in self-managing work teams : the role of specific emotions in extra-role behaviours

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dc.contributor.advisor Williams-Whitt, Kelly
dc.contributor.author Koike, Chiaki
dc.date.accessioned 2012-09-27T20:16:39Z
dc.date.available 2012-09-27T20:16:39Z
dc.date.issued 2010
dc.identifier.uri http://hdl.handle.net/10133/3124
dc.description x, 128 leaves ; 29 cm en_US
dc.description.abstract This study examined emotional reactions that occurred when participants compared the fairness of own outcomes to that of peer outcomes. The mediating role of emotions (pride, guilt, envy, or anger) on the fairness perceptions and the intention to engage in organizational citizenship (OCB) or counterproductive work behaviour (CWB) was assessed. Two hundred and sixty nine undergraduate business students participated in the main study. Peer evaluation vignettes were used to simulate four fairness conditions. Hierarchical multiple regression was used to test the hypotheses. The results indicated that perceived fairness to self interacted with perceived fairness to others, which led to emotional reactions, including pride, guilt, envy, and anger. Perceived fairness also directly influenced behaviour. However, only the negative emotions of anger and envy acted as mediators. As such, anger decreased OCB intention and increased CWB intention. Envy decreased the intention to engage in OCB. Implications of the results were discussed. en_US
dc.language.iso en_US en_US
dc.publisher Lethbridge, Alta. : University of Lethbridge, Faculty of Management, 2010 en_US
dc.relation.ispartofseries Thesis (University of Lethbridge. Faculty of Management) en_US
dc.subject Peer review en_US
dc.subject Employees -- Rating of en_US
dc.subject Teams in the workplace en_US
dc.subject Fairness en_US
dc.subject Dissertations, Academic en_US
dc.title Peer evaluations in self-managing work teams : the role of specific emotions in extra-role behaviours en_US
dc.type Thesis en_US
dc.publisher.faculty Management en_US

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