AIELLO, J. R. and Y. SHAO, “Electronic Performance Monitoring and Stress:
The Role of Feedback and Goal Setting”, in M. J. SMİTH and G.
SALVENDY (Ed.), Human-Computer Interaction: Applications and
Case Studies, Amsterdam: Elsevier Science, 1993, pp.1011-1016.
AMBROSE, M.L, SEABRIGHT, M.A. and M. SCHMINKE (2002), “Sabotage in
The Workplace: The Role of Organizational İnjustice”, Organizational
Behavior and Human Decision Processes, 89, pp.947-965.
ANDERSON, C.A., ANDERSON, K.B. and W.E. DUESER (1996), “Examining
an Affective Aggression Framework: Weapon and Temperature Effects on
Aggressive Thoughts, Affect and Attitudes”, Personality and Socual
Psychology Bulletin, 22, pp.366-376.
AQUINO, K., BIES, R.J. and T.M. TRIPP, (2001), “How Employees Respond
Offense: The Effects of Blame Attribution, Victim Status and Offender
Status on Revenge and Reconciliation in the Workplace”, Journal of
Applied Psychology, 86(1), pp. 52-59.
BARLING, J. (1996), “The Prediction, Experience and Consequencies of
Workplace Violence”, in VANDEN BOS and E. Q. BULATOA (Ed.),
Wokplace Violence, pp. 29-49.
BARLING, J., and P. MICHELLE, (1993), “Interactional, Formal, and Distributive
Justice in The Workplace: An Exploratory Study”, The Journal of
Psychology, 127(6), pp. 649-656.
BARON, R. (1989), “Personality and Organizational Conflict: Effects of The Type
a Behavior Pattern and Self-Monitoring”, Organizational Behavior and
Human Decision Processes, 44, pp. 281-296.
BARON, R.A and J.H NEUMAN. (1996), “Workplace Violence and Workplace
Aggression: Evidence on Thair Relative Frequency and Potential Causes”,
Aggressive Behavior, 22, pp.161-173.
BIES, R.J. (2001), “Interactional Justice: The Sacred and The Profane”, in
GREENBERG J. and CRAPANZANO, R. (Ed.) Advances in
Organizational Justice, Stanford University Pres., pp.89-118.
BRANSCOMBE, N. and D. WANN, (1994), “Collective Self-Esteem
Consequences of Out-Group Derogation When a Valued Social Identity is
on Trial”, European Journal of Social Psychology, 24, pp.641-657.
BROCKNER, J., SIEGEL, P. A., DALY, J. P., TYLER, T. and C. MARTIN,
(1997), “When Trust Matters: The Moderating Effect of Outcome
Favorability”, Administrative Science Quarterly, 42, pp. 558–583.
COHEN, R.L. (1987), “Distributive Justice: Theory and Research”, Social Justice
Research, 1(1) pp.19-40.COHN, E. G. and J. ROTTON (1997), “Assault as a Function of Time and
Temperature: A Moderator-Variable Time-Series Analysis”, Journal of
Personality and Social Psychology, 72, pp.1322-1334.
CROPANZANO, R. and R. FOLGER, “Procedural Justice and Worker
Motivation” in R. STEERS and L. PORTER (Ed.), Motivation and Work
Behavior, New York: McGraw–Hill, 1991, pp. 131–143.
CROPANZANO, R., PREHAR, C. A. and P. Y. CHEN (2002), “Using Social
Exchange Theory to Distinguish Procedural From Interactional Justice”,
Group and Organizational Management, 27, pp.324-351.
DODGE, K. A. and J. D. COIE, (1987), “Social Information-Processing Factors in
Reactive and Proactive Aggression in Children's Peer Groups”, Journal of
Personality and Social Psychology, 53(6), pp.1146-1158.
DODGE, K. A. and J. P. NEWMAN, (1981), “Biased Decision-Making Processes
in Aggressive Boys”, Journal of Abnormal Psychology, 90(4) pp.375-
379.
DRYER, D.C. and L.M. HOROWITZ, (1997), “When Do Opposites Attract?
Interpersonal Complementarity Versus Similarity”, Journal of Personality
and Social Psychology, 72(3), pp.592-603.
GEDDES, D. and R. A. BARON, (1997), “Workplace Aggression as a
Consequence of Negative Performance Feedback”, Management
Communications Quarterly, 10, pp. 433-454.
GREENBERG, J. (1987), “Reactions to Procedural Injustice in Payment
Distributions: Do The Means Justify The Ends?”, Journal of Applied
Psychology, 72, pp.55–61.
GREENBERG, J. (1990), “Employee Theft As A Reaction To Underpayment
Inequity: The Hidden Cost of Pay Cut”, Journal of Applied Psychology,
75, pp. 561-568.
GREENBERG, J. (1994), “Using Socially Fair Treatment To Promote Acceptance
of a Work Site Smoking Ban”, Journal of Applied Psychology, 79,
pp.288–297.
GREENBERG, J. (1996), The Quest for Justice on the Job: Essays and
Experiments. Thousand Oaks, CA: Sage Publications.
GREENBERG, J. and B. ALGE, “Aggressive Reactions to Workplace Injustice” in
R. GRIFFIN A. O’LEARY-KELLEY and J.M. COLLINGS (Ed.)
Dysfunctional Work Behavior in Organizations Vol:1 Violent
Behaviors in Organizations. Greenwich, CT:JAI Press, 1998.
HOAD, C. (1993), “Violence at Work: Perspectives From Research Among 20
British Employees”, Security Journal, 4(2), pp.64-86.IRVING, R.H, HIGGINS C.A. and F.R. SAFAYENI (1986), "Computerized
Performance Monitoring Systems: Use and Abuse",Communications of
the ACM, 29(8), pp.794-801.
JAWAHAR, I.M. (2002), “A Model of Organizational Justice and Workplace
Aggression”, Journal of Management, 28(6), pp.811-834.
LEVENTHAL, G. S., “What Should Be Done With Equity Theory? New
Approaches To The Study of Fairness in Social Relationships” in K. J.
GERGEN, M. S. GREENBERG, and R. H. WILLIS (Ed.), Social
Exchange: Advances in Theory And Research New York: Plenum, 1980
pp. 27–55.
LUTHANS, F. (1981), Organizational Behavior, 3.Ed., McGraw Hill.
KONOVSKY, M. A, “Understanding Procedural Justice and Its Impact on
Business Organizations”, Journal of Management, 26(3), pp.489-511.
MANTELL, M. R. (1994), Ticking Bombs: Defusing Violence in the
Workplace, Burr Ridge, IL: Irwin Professional Publishing.
MASTERSON, S. S., LEWIS-MCCLEAR, K., GOLDMAN, B. M. and S. M.
TAYLOR, (2000), “Integrating Justice and Social Exchange: The Differing
Effects of Fair Procedures and Treatment on Work Relationships”,
Academy of Management Journal, 43, pp.738–748.
MOORMAN, R. H. (1991), “Relationship Between Organizational Justice and
Organizational Citizenship Behaviors: Do Fairness Perceptions Influence
Employee Citizenship?”, Journal of Applied Psychology, 76, pp.845–
855.
MORGAN, G. (1986), Images of Organization, Sage Publications.
MULLEN, E.A. (1997), “Workplace Violence: Cause For Concern or The
Construction of a New Category of Fear” The Journal of Industrial
Relations, 39, pp.21-32.
NEUMAN, J. H. and R. A. BARON, (1997), “Aggression in the Workplace”, in R.
GIACALONE and J. GREENBERG (Ed.), Antisocial Behavior in
Organizations, Thousand Oaks, CA: Sage., pp.37-67.
NEUMAN, J. H. and R. A. BARON, (1998). “Workplace Violence and Workplace
Aggression: Evidence Concerning Specific Forms, Potential Cuases and
Preferred Targets”, Journal of Management, 24, pp.391-419.
O’LARRY-KELLEY, A.M., GRIFFIN, R.W. and D.J. GLEW, (1996).
“Organizaiton-Motivated Aggression: A Research Framework”, Academy
of Management Review, 21, pp.225-253.
PRICE, J. L., and C. W. MUELLER, (1986), Handbook of Organizational
Measurement, Marshfield, MA: Pittman.SHAPIRO D.L., BUTTNER E.H. and B. BARRY (1994), “Explanations For
Rejection Decisions: What Factors Enhance Their Perceived Adequacy and
Moderate Their Enhancement of Justice Perceptions”, Organizational
Behavior & Human Decision Process, 58, pp.346-68
SKARLICKI, D. P. and R. FOLGER, (1997), “Retaliation in The Workplace: The
Roles of Distributive, Procedural, and İnteractional Justice”, Journal of
Applied Psychology, 82, pp.434–443.
SPECTOR, P. E. (1975), “Relationships of Organizational Frustration with
Reported Behavioral Reactions of Employees”, Journal of Applied
Psychology, 60, pp.635-637.
SPECTOR, P. E. (1978), “Organizational Frustration: A Model and Review of The
Literature”, Personnel Psychology, 31, pp.815-829.
SWEENEY, P. D. and D. B. MCFARLIN, (1993), “Workers’ Evaluations of The
“Ends” and The “Means”:An Examination of Four Models of Distributive
and Procedural Justice”, Organizational Behavior and Human Decision
Processes, 55, pp.23-40.
THIBAUT, J. W. and L. WALKER, (1975), Procedural Justice: A
Psychological Analysis. Hillsdale, NJ: Erlbaum.
WHITEHORN, D. (1995), Creating an Aggression Free Environment: A
Guidebook for Healthcare Organizations in Developing an
Organizational Response to Aggression, Halifax: Author.
Thank you for copying data from http://www.arastirmax.com
