Abstract
In a survey of local employees of joint venture hotels in China, it was found that procedural and performance-based distributive justice was related to job satisfaction, but interactional justice was not. Comparison with other local employees was related to job satisfaction, but comparison with overseas employees was not. Senior managers reported a lower level of procedural and interactional justice, and senior managers and supervisors regarded their pay as less fair in comparison with local employees in state-owned hotels. Employees who worked with overseas Chinese and Japanese expatriates were less satisfied than those who worked with expatriates from the West, and this difference was explainable in terms of differences in perceived distributive justice.
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*Kwok Leung is Chairman and Professor of the Department of Psychology, Chinese University of Hong Kong. His research interests include justice, conflict management and cross-cultural psychology.
**Peter B. Smith is Professor of Social Psychology and Director of the Centre for Research Into Cross-Cultural Organization and Management (CRICCOM) at the University of Sussex and Roffey Park Management Institute, the United Kingdom.
***Zhongming Wang is Vice President and Dean of the School of Management, Hangzhou University, China. His research interests include human factors psychology, joint ventures, human resources management, and leadership.
****Haifa Sun is a doctoral student in the Department of Psychology, Chinese University of Hong Kong. His research interests include influence tactics, personality, counselling, and cross-cultural psychology.
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Leung, K., Smith, P., Wang, Z. et al. Job Satisfaction in Joint Venture Hotels in China: An Organizational Justice Analysis. J Int Bus Stud 27, 947–962 (1996). https://doi.org/10.1057/palgrave.jibs.8490158
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DOI: https://doi.org/10.1057/palgrave.jibs.8490158