2026-09-18T19:59:51.784813700Zhttps://opus.uleth.ca/server/oai/requestoai:opus.uleth.ca:10133/31242019-02-07T06:08:34Zcom_10133_3346com_10133_1com_10133_296col_10133_3351col_10133_298
ULethbridge OPUS Repository
supervisor
Williams-Whitt, Kelly
author
Koike, Chiaki
2012-09-27T20:16:39Z
2012-09-27T20:16:39Z
2010
https://hdl.handle.net/10133/3124
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
Peer review
Employees -- Rating of
Teams in the workplace
Fairness
Dissertations, Academic
Peer evaluations in self-managing work teams : the role of specific emotions in extra-role behaviours
Thesis
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URL
http://localhost:4000/bitstreams/b7ea879d-3099-4183-affe-f23aa65c639f/download
File
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application/pdf
KOIKE_CHIAKI_MSCMGT_2012.pdf
URL
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File
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text/plain
KOIKE_CHIAKI_MSCMGT_2012.pdf.txt