Abstract

The study aimed at reviewing citizenship as targeted behavior in response to justice perceptions and investigating the role of within-culture differences on citizenship responses to organizational fairness perceptions. Data were solicited from 150 employees and their supervisors representing various public sector entities of Pakistan. Results showed that distributive and interactional fairness predict interpersonal organizational citizenship behavior. Organizational fairness did not predict citizenship behavior targeted at organizations. Organizational justice had negative values of citizenship behavior for higher values of collectivism. Findings and implications for human resource management practitioners and suggestions for future research are discussed.