Social exchange- and social identity-based mechanisms have been commonly juxtaposed as two pivotal proxies of the relational approach for studying organizational justice. Despite their distinct theoretical roots, less is known about whether and how these two proximal mechanisms complement one another in accounting for justice effects on key outcomes. Tracing back to their disparate fundamental premises-"reciprocity" underpinning social exchanges and "oneness" underpinning identity construction-we attempt to disentangle the relative mediating effects of these two mechanisms. Our empirical testing hinges on one meta-analytic study with 105 independent samples (N = 29,868), coupled with one preregistered experience-sampling study with 1,941 cross-day observations over 3 weeks from 147 subordinate-supervisor pairs. Overall, we find that exchange-based mechanisms account for more of the indirect effect of justice on task performance, whereas identity-based mechanisms (particularly interdependent identity) account for more of the indirect effect of justice on counterproductive work behavior. Regarding the indirect effect on organizational citizenship behavior, identity-based mechanisms (particularly positive self-evaluations) and exchange-based mechanisms respectively present great utility between the two studies. By providing nuanced insight into the complementary yet distinct nature of these two prominent mechanisms, our research encourages a more granular theoretical approach for studying organizational justice effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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解开组织正义的关系方法：社会交换和社会身份不同角色的元分析和现场测试。


基于社会交换和社会身份的机制通常被并列为研究组织正义的关系方法的两个关键代理。尽管它们具有不同的理论根源，但对于这两种近端机制是否以及如何在解释正义对关键结果的影响方面相互补充，人们知之甚少。追溯它们不同的基本前提——支撑社会交流的“互惠”和支撑身份建构的“一体性”——我们试图理清这两种机制的相对中介效应。我们的实证检验取决于一项具有 105 个独立样本 （N = 29,868） 的荟萃分析研究，以及一项预先注册的经验抽样研究，该研究在 3 周内对 1,941 个下属-主管对进行了 147 次交叉日观察。总体而言，我们发现基于交换的机制更多地解释了正义对任务绩效的间接影响，而基于身份的机制（特别是相互依存的身份）更多地解释了正义对适得其反的工作行为的间接影响。关于对组织公民行为的间接影响，基于身份的机制（特别是积极的自我评价）和基于交换的机制在两项研究中分别具有很大的效用。通过对这两种突出机制的互补但不同的性质提供细致的见解，我们的研究鼓励采用更精细的理论方法来研究组织正义效应。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。