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Organisational Justice and Citizenship Behaviour in Malaysia pp 83–102Cite as

Theories on Organisational Justice, Job Satisfaction, Leader–Member Exchange and Organisational Citizenship Behaviour

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Part of the book series: Governance and Citizenship in Asia ((GOCIA))

Abstract

This chapter encompasses a set of theories that is related to the constructs of the study. Some of the justice theories covered in this chapter include equity theory, justice judgement theory, psychological theories of justice and the more contemporary ‘integrative’ theories that examine the effects of multiple justice dimensions in concert – fairness heuristic theory, uncertainty management theory and fairness theory. Job satisfaction theories include the facet model of job satisfaction, Herzberg’s motivator-hygiene theory of job satisfaction, the discrepancy model of job satisfaction and the steady-state theory of job satisfaction. The discussion on the leader–member exchange theory encompasses the role theory and social exchange theory as well. The chapter concludes by outlining the theory of reasoned action in detail providing justification for the adoption of the theory as the underpinning for this study.

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  1. The University of Nottingham, Nottingham University Business School, Semenyih, Selangor Darul Ehsan, Malaysia

    Hooi Lai Wan

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Wan, H.L. (2016). Theories on Organisational Justice, Job Satisfaction, Leader–Member Exchange and Organisational Citizenship Behaviour. In: Organisational Justice and Citizenship Behaviour in Malaysia. Governance and Citizenship in Asia. Springer, Singapore. https://doi.org/10.1007/978-981-10-0030-0_4

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