Workplace fairness versus unfairness: Examining the differential salience of facets of organizational justice
Publication type
Vlerick strategic journal articlePublication Year
2013Journal
Journal of Organizational and Occupational PsychologyPublication Volume
86Publication Issue
3Publication Begin page
371Publication End page
393
Metadata
Show full item recordAbstract
In three studies, we show that employees bring to mind different facets of justice when focusing on workplace fairness versus unfairness. In Study 1, descriptions of recalled fair versus recalled unfair events are shown to be less multifaceted, more likely to include distributive justice, and less likely to include interactional justice. In Study 2, when asked to assess event fairness versus unfairness, participants posed fewer questions relating to interactional justice in relation to fair events. In Study 3, the results of a scenario experiment show that the relationship between unfairness/fairness and the salience of justice facets is mediated by the construal of work in more abstract terms in relation to fairness. We discuss the implications of our findings for organizational justice research and for organizations managing employee perceptions of fairness.Keyword
Workplace ExperienceKnowledge Domain/Industry
People Management & Leadershipae974a485f413a2113503eed53cd6c53
10.1111/joop.12023