This dissertation investigates the concept of organizational justice within the evolving context of remote and hybrid work environments, introducing and validating the novel constructs of Spatial Justice (SJ) and Temporal Justice (TJ). As remote work becomes increasingly prevalent, traditional frameworks of organizational justice—distributive, procedural, interpersonal, and informational—prove insufficient in capturing the complexities introduced by spatial and temporal dimensions. SJ pertains to the fairness of access to physical resources and facilities, while TJ concerns the equitable allocation of time to complete tasks. By integrating these constructs, this dissertation fills a critical gap in the literature, providing a comprehensive understanding of justice perceptions in contemporary work settings. Through two studies, this research explores the nomological network of SJ and TJ and examines the direct impacts of SJ and TJ on key organizational outcomes. Specifically, higher perceptions of SJ and TJ are associated with lower turnover intentions (TI), higher organizational citizenship behaviors (OCB), and lower counterproductive workplace behaviors (CWB). These results underscore the critical role of fairness in spatial and temporal resource allocation in promoting positive employee attitudes and behaviors. The findings support the convergent, discriminant and predictive validity of SJ and TJ in organizational settings. This dissertation also offers theoretical advancements in the field of organizational behavior by integrating SJ and TJ into the justice framework through Conservations of Resources Theory by broadening its application to other types of resources and new work contexts.
","abstract_html":"<p>This dissertation investigates the concept of organizational justice within the evolving context of remote and hybrid work environments, introducing and validating the novel constructs of Spatial Justice (SJ) and Temporal Justice (TJ). As remote work becomes increasingly prevalent, traditional frameworks of organizational justice—distributive, procedural, interpersonal, and informational—prove insufficient in capturing the complexities introduced by spatial and temporal dimensions. SJ pertains to the fairness of access to physical resources and facilities, while TJ concerns the equitable allocation of time to complete tasks. By integrating these constructs, this dissertation fills a critical gap in the literature, providing a comprehensive understanding of justice perceptions in contemporary work settings. Through two studies, this research explores the nomological network of SJ and TJ and examines the direct impacts of SJ and TJ on key organizational outcomes. Specifically, higher perceptions of SJ and TJ are associated with lower turnover intentions (TI), higher organizational citizenship behaviors (OCB), and lower counterproductive workplace behaviors (CWB). These results underscore the critical role of fairness in spatial and temporal resource allocation in promoting positive employee attitudes and behaviors. The findings support the convergent, discriminant and predictive validity of SJ and TJ in organizational settings. This dissertation also offers theoretical advancements in the field of organizational behavior by integrating SJ and TJ into the justice framework through Conservations of Resources Theory by broadening its application to other types of resources and new work contexts.</p>","abstract_has_math":false,"creators":["Attaway, Austin"],"institution":null,"degree_name":"Psychology, PhD","degree_level":"Open Access Dissertation","degree_discipline":"School of Social Science, Politics, and Evaluation","degree_department":null,"school":null,"contributors":["M. Gloria González Mora les","David Fetterman","David Jones"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2024,"date_issued":"2024-01-01T08:00:00Z","date_published":"2024-01-01T08:00:00Z","updated_at":"2026-07-24T01:41:01Z","subjects":["counterproductive workplace behaviors","organizational citizenship behaviors","organizational identification","organizational justice","remote work","turnover intentions","Industrial and Organizational Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://scholarship.claremont.edu/cgu_etd/913","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["M. 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As remote work becomes increasingly prevalent, traditional frameworks of organizational justice—distributive, procedural, interpersonal, and informational—prove insufficient in capturing the complexities introduced by spatial and temporal dimensions. SJ pertains to the fairness of access to physical resources and facilities, while TJ concerns the equitable allocation of time to complete tasks. By integrating these constructs, this dissertation fills a critical gap in the literature, providing a comprehensive understanding of justice perceptions in contemporary work settings. Through two studies, this research explores the nomological network of SJ and TJ and examines the direct impacts of SJ and TJ on key organizational outcomes. Specifically, higher perceptions of SJ and TJ are associated with lower turnover intentions (TI), higher organizational citizenship behaviors (OCB), and lower counterproductive workplace behaviors (CWB). These results underscore the critical role of fairness in spatial and temporal resource allocation in promoting positive employee attitudes and behaviors. The findings support the convergent, discriminant and predictive validity of SJ and TJ in organizational settings. This dissertation also offers theoretical advancements in the field of organizational behavior by integrating SJ and TJ into the justice framework through Conservations of Resources Theory by broadening its application to other types of resources and new work contexts.
"]},{"key":"dc:title","label":"Title","values":["Organizational Justice: A Theoretical Expansion and Nomological Analysis"]}]}],"canonical_facts":{"dc:contributor":["M. Gloria González Mora les","David Fetterman","David Jones"],"dc:creator":["Attaway, Austin"],"dc:date.available":["2025-01-22T08:00:00Z"],"dc:description.abstract":["This dissertation investigates the concept of organizational justice within the evolving context of remote and hybrid work environments, introducing and validating the novel constructs of Spatial Justice (SJ) and Temporal Justice (TJ). As remote work becomes increasingly prevalent, traditional frameworks of organizational justice—distributive, procedural, interpersonal, and informational—prove insufficient in capturing the complexities introduced by spatial and temporal dimensions. SJ pertains to the fairness of access to physical resources and facilities, while TJ concerns the equitable allocation of time to complete tasks. By integrating these constructs, this dissertation fills a critical gap in the literature, providing a comprehensive understanding of justice perceptions in contemporary work settings. Through two studies, this research explores the nomological network of SJ and TJ and examines the direct impacts of SJ and TJ on key organizational outcomes. Specifically, higher perceptions of SJ and TJ are associated with lower turnover intentions (TI), higher organizational citizenship behaviors (OCB), and lower counterproductive workplace behaviors (CWB). These results underscore the critical role of fairness in spatial and temporal resource allocation in promoting positive employee attitudes and behaviors. The findings support the convergent, discriminant and predictive validity of SJ and TJ in organizational settings. This dissertation also offers theoretical advancements in the field of organizational behavior by integrating SJ and TJ into the justice framework through Conservations of Resources Theory by broadening its application to other types of resources and new work contexts.
"],"dc:identifier":["https://scholarship.claremont.edu/cgu_etd/913"],"dc:subject":["counterproductive workplace behaviors","organizational citizenship behaviors","organizational identification","organizational justice","remote work","turnover intentions","Industrial and Organizational Psychology"],"dc:title":["Organizational Justice: A Theoretical Expansion and Nomological Analysis"],"thesis:degree_discipline":["School of Social Science, Politics, and Evaluation"],"thesis:degree_level":["Open Access Dissertation"],"thesis:degree_name":["Psychology, PhD"]},"updated_at":"2026-07-24T01:41:01Z"}