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

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dc.contributor.authorKoike, Chiaki
dc.contributor.supervisorWilliams-Whitt, Kelly
dc.date.accessioned2012-09-27T20:16:39Z
dc.date.available2012-09-27T20:16:39Z
dc.date.issued2010
dc.degree.levelMasters
dc.descriptionx, 128 leaves ; 29 cmen_US
dc.description.abstractThis 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.identifier.urihttps://hdl.handle.net/10133/3124
dc.language.isoen_USen_US
dc.publisherLethbridge, Alta. : University of Lethbridge, Faculty of Management, 2010en_US
dc.publisher.facultyManagementen_US
dc.relation.ispartofseriesThesis (University of Lethbridge. Faculty of Management)en_US
dc.subjectPeer reviewen_US
dc.subjectEmployees -- Rating ofen_US
dc.subjectTeams in the workplaceen_US
dc.subjectFairnessen_US
dc.subjectDissertations, Academicen_US
dc.titlePeer evaluations in self-managing work teams : the role of specific emotions in extra-role behavioursen_US
dc.typeThesisen_US
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