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dc.contributor.authorCojuharenco, Irina
dc.contributor.authorPatient, David
dc.date.accessioned2020-06-02T07:20:19Z
dc.date.available2020-06-02T07:20:19Z
dc.date.issued2013
dc.identifier.doi10.1111/joop.12023
dc.identifier.urihttp://hdl.handle.net/20.500.12127/6505
dc.description.abstractIn 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.
dc.language.isoen
dc.publisherWiley
dc.subjectWorkplace Experience
dc.relation.embedded
dc.titleWorkplace fairness versus unfairness: Examining the differential salience of facets of organizational justice
dc.identifier.journalJournal of Organizational and Occupational Psychology
dc.source.volume86
dc.source.issue3
dc.source.beginpage371
dc.source.endpage393
dc.contributor.departmentCatólica Lisbon School of Business and Economics, Universidade Católica Portuguesa, Palma de Cima, Lisbon, Portugal
dc.identifier.eissn2044-8325
vlerick.knowledgedomainPeople Management & Leadership
vlerick.typearticleJournal article with impact factor
vlerick.vlerickdepartmentP&O
dc.identifier.vperid276185


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