Although the relationship between unit-level organizational citizenship behavior (OCB) and unit outcomes has been well established in recent years, the conceptual development of OCB at the unit level of analysis has not been adequately addressed. In an effort to fill this conceptual gap and to spur future research, the authors apply the literature on group norms to the concept of OCB. The resulting framework suggests a cyclical relationship between individual- and group-level processes and ultimately offers an explanation for how OCB norms are established and maintained in work groups. The authors demonstrate how this framework incorporates past research on the relationship between unit-level OCB and unit outcomes and how it extends previous research by suggesting multiple directions for future efforts related to unit-level OCB.

Current conceptualizations of procedural justice focus largely on individual perceptions; no framework exists for examining procedural justice's social context. This dissertation presents a model that identifies contextual factors contributing to procedural justice climate and, in turn, a variety of work-related attitudes and behaviors associated with procedural justice climate. In general, empirical tests on data collected from 220 employees of two banks offered support for the model. Employee perceptions of leader member exchange, organizational support, and supervisor monitoring were positively associated with individual procedural justice perceptions. Work group perceptions of cohesion and supervisor visibility in demonstrating procedural justice were associated with the development of procedural justice climate. Work group demographic similarity and shared support perceptions were not associated with the development of procedural justice climate. A contextual effect was found for organizational citizenship behaviors.

Current conceptualizations of procedural justice focus largely on individual perceptions; no framework exists for examining procedural justice's social context. This dissertation presents a model that identifies contextual factors contributing to procedural justice climate and, in turn, a variety of work-related attitudes and behaviors associated with procedural justice climate. In general, empirical tests on data collected from 220 employees of two banks offered support for the model. Employee perceptions of leader member exchange, organizational support, and supervisor monitoring were positively associated with individual procedural justice perceptions. Work group perceptions of cohesion and supervisor visibility in demonstrating procedural justice were associated with the development of procedural justice climate. Work group demographic similarity and shared support perceptions were not associated with the development of procedural justice climate. A contextual effect was found for organizational citizenship behaviors.

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Individuals' perceptions of what they are entitled to have long been regarded as an important area of debate. We examine the various uses of entitlement perceptions across fields to develop a typology that identifies two dimensions: employee entitlement perceptions and reciprocity in the employee-employer relationship. We discuss how our typology informs management practice. In particular, we describe the implications of our typology on employee reactions to different pay plans. Directions for future research are suggested.