Move1 Step Text from Sample RA (Campbell et al., 2007)
Research has explored employee perceptions of justice because they can have Establishing a Claiming centrality serious organizational repercussions, including job satisfaction, organizational Move 1 Step 1 territory of justice in world commitment, evaluation of authority, organizational citizenship behavior, withdrawal, and performance (Colquitt, Conlon, Wesson, Porter & Ng, 2001). Scholars now recognize four categories of organizational justice: distributive, Presenting procedural, informational, and inter‐personal (Colquitt et al., 2001). Establishing a background Distributive justice is concerned with . . . Move 1 Step 3 territory information on justice research Organizational behavior research has emphasized the role of norms in understanding justice. Cropanzano, Rupp, Mohler, and Schminke (2001) wrote . . . Much of the research in organizational justice treats communication as Indicating a gap in information transfer (e.g., Gopinath & Becker,2000) and therefore sheds little Establishing a Move 2 Step 1B the justice light on interpersonal justice (or, one could argue, on informational justice). To niche research date, communication scholars have had relatively little impact in this area despite our obvious expertise in both “how people are given information” . . . Presenting Yamaguchi (2005) is a notable exception. Following Ambrose and Harland Establishing a background Move 1 Step 3 (1995),Yamaguchi (2005) investigated the perceived fairness of three categories territory information on of influence tactics (Yukl & Falbe,1990) . . . comm research Continuing a In this article, we want to build on these research efforts by exploring the Establishing a Move 2 Step 1D tradition of comm usefulness of rapport management theory, which has been connected to the niche research development of LMX (K.S. Campbell, 2006). In their review of prior research on rapport within a variety of disciplines, Gremler and Gwinner (2000) noted that a common theme is that rapport . . .
Rapport management (Spencer‐Oatey, 2000) refers to the use of language to Presenting manage social relations by attending to our fellow interactants’ . . . Establishing a background Move 1 Step 3 territory information on The framework in Table 1 is useful for helping managers understand the rapport research fundamental, universal, yet unspoken expectations that subordinates bring to any interaction (K.S. Campbell et al., 2003): Subordinates find those interactions in which their desires/rights are tended by managers most enjoyable and feel the greatest connection with those managers who tend their desires/rights.. . . Outlining purposes The aim of this article is to determine if rapport management theory may provide Occupying the Move 3 Step 1A of the present a useful tool for understanding and managing employee perceptions of justice niche research related to the performance of necessary evils. The connection between (in)justice and each of the four desires/rights from Table Occupying the Declaring a thesis Move 3 Step 3 1 will be discussed in detail after we present our method for collecting and niche or hypothesis analyzing narrative data in the following section.
1 This table appears in a discussion of literature review sections in research articles on ProsWrite.com.