A1 Vertaisarvioitu alkuperäisartikkeli tieteellisessä lehdessä
Personality traits and perceptions of organisational justice
Tekijät: Törnroos Maria, Elovainio Marko, Hintsa Taina, Hintsanen Mirka, Pulkki-Råback Laura, Jokela Markus, Lehtimäki Terho, Raitakari Olli T., Keltikangas-Järvinen Liisa
Kustantaja: Routledge, Taylor & Francis
Julkaisuvuosi: 2019
Journal: International Journal of Psychology
Tietokannassa oleva lehden nimi: International journal of psychology : Journal international de psychologie
Lehden akronyymi: Int J Psychol
Vuosikerta: 54
Numero: 3
Aloitussivu: 414
Lopetussivu: 422
Sivujen määrä: 9
ISSN: 0020-7594
eISSN: 1464-066X
DOI: https://doi.org/10.1002/ijop.12472
Tiivistelmä
This study examined the association between five-factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35-50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five-Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace.
This study examined the association between five-factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35-50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five-Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace.
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