Browsing by Author "Salojärvi, Samuli"

This study seeks to understand the role and impact of different types of organizational justice and multi-level identification on employees’ discretionary behavior. At the workplace, requirements of a job are typically defined by the role one is performing. Extra role behavior is understood as that part of employee’s discretionary contribution, which is not driven by explicit job description or rewarding structure, but still benefits the organization. Social Identity is considered to be that part of individual’s personality which is defined by a group membership. In this study, three levels of identification are proposed: career, team and organization. Previous research has shown that organizational justice and organizational identification are linked to extra role behavior. The purpose of this study is to further understand what drives extra role behavior in the organizational context. In order to research the relationship of justice types, identification and extra role behavior, a survey instrument is developed and a cross sectional study conducted. Multiple regression analysis is used to explore the relationships between justice types, multi-level identification and multi foci extra role behaviors. Procedural justice is linked organizational identification and to extra role behavior toward the organization. Interactional justice is linked to team identification and extra role behavior toward the team. Bootstrapping method is used to explore mediation. Organizational identification is found to fully mediate the relationship between procedural justice and extra role behavior toward the organization. Team identification is found to partially mediate the relationship between interactional justice and extra role behavior toward the team. The study helps to understand the mechanisms that trigger extra role behavior in organizations.