Interactional Justice and Employee Silence: The Roles of Procedural Justice and Affect

2016 ◽  
Vol 44 (5) ◽  
pp. 837-852 ◽  
Author(s):  
Liang Huang ◽  
Wenfeng Huang
Keyword(s):  
Negative Affect ◽  
Procedural Justice ◽  
Positive Affect ◽  
Interactional Justice ◽  
Moderating Effect ◽  
Influence Mechanism ◽  
Employee Silence ◽  
Group Engagement ◽  
Practical Implications ◽  
Group Engagement Model

In order to explore further the contingent influence mechanism of interactional justice on employee silence, we investigated how procedural justice moderates the interactional justice– silence relationship directly and indirectly through affect, drawing on the group engagement model and affect theories. We analyzed data collected from a survey completed by 272 Chinese subordinate–supervisor dyads and found that procedural justice strengthened the interactional justice–silence relationship both directly and indirectly through positive affect, and that positive affect had a stronger moderating effect on the interactional justice–silence relationship than did negative affect. However, negative affect did not mediate the moderating effect of procedural justice on the interactional justice–silence relationship. Theoretical and practical implications of these findings are discussed.

Procedural justice and voice: a group engagement model

2019 ◽  
Vol 34 (7) ◽  
pp. 491-503
Author(s):  
Changchun Xiang ◽  
Chenwei Li ◽  
Keke Wu ◽  
Lirong Long
Keyword(s):  
Procedural Justice ◽  
Interactional Justice ◽  
Employee Voice ◽  
Content Type ◽  
Moderated Mediation Model ◽  
High Level ◽  
Group Engagement ◽  
The Impact ◽  
Uncertainty Management Theory ◽  
Group Engagement Model

Purpose The purpose of this paper is to examine the impact on employee voice from formal vs informal sources of procedural justice: group responsiveness and interactional justice, and to test how this impact may vary according to employees’ traditionality. Design/methodology/approach Dyadic data were collected from 261 employees and their supervisors. Results of the analyses offered support for the hypothesized moderated mediation model where group responsiveness and interactional justice would influence employee voice through enhanced organization-based self-esteem, and where such influence would be moderated by traditionality. Findings The findings showed that when there was a high level of group responsiveness, low traditionalists spoke up more, but when there was a high level of interactional justice, high traditionalists spoke up more. Originality/value By adopting the group engagement model, this study presented an alternative to the conventional perspective from uncertainty management theory about justice and voice, and tended to the neglect of fairness as an antecedent of voice by investigating how employees’ engagement in voice can be affected by their experience with different sources of procedural fairness information.

The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior

2003 ◽  
Vol 7 (4) ◽  
pp. 349-361 ◽  
Author(s):  
Tom R. Tyler ◽  
Steven L. Blader
Keyword(s):  
Social Identity ◽  
Procedural Justice ◽  
Cooperative Behavior ◽  
Relevant Information ◽  
Psychological Research ◽  
Relational Model ◽  
Mediation Hypothesis ◽  
Value Model ◽  
Group Engagement ◽  
Group Engagement Model

The group engagement model expands the insights of the group-value model of procedural justice and the relational model of authority into an explanation for why procedural justice shapes cooperation in groups, organizations, and societies. It hypothesizes that procedures are important because they shape people's social identity within groups, and social identity in turn influences attitudes, values, and behaviors. The model further hypothesizes that resource judgments exercise their influence indirectly by shaping social identity. This social identity mediation hypothesis explains why people focus on procedural justice, and in particular on procedural elements related to the quality of their interpersonal treatment, because those elements carry the most social identity-relevant information. In this article, we review several key insights of the group engagement model, relate these insights to important trends in psychological research on justice, and discuss implications of the model for the future of procedural justice research.

Can authentic leaders reduce the spread of negative workplace gossip? The roles of subordinates' perceived procedural justice and interactional justice

2021 ◽  
pp. 1-24
Author(s):  
Jin Cheng ◽  
Muhammad Usman ◽  
Haiqing Bai ◽  
Yuqing He
Keyword(s):  
Information Technology ◽  
Procedural Justice ◽  
Authentic Leadership ◽  
Interactional Justice ◽  
Technology Corporation ◽  
Stage Process ◽  
Perceived Procedural Justice ◽  
The Relationship ◽  
Practical Implications

Abstract Many studies suggest that leaders should discourage or prevent the spread of negative workplace gossip (NWG), but yet little is understood about the relationship between leaders and their subordinates' NWG. This study interprets the linkage between authentic leadership and two types of NWG via individuals' perceptions of justice based on fairness heuristic and justice views. The data were collected in a three-stage process from a large information technology corporation in China. The findings revealed that interactional justice mediated authentic leadership and NWG's relationship with supervisors and the relationship between authentic leadership and NWG about coworkers. The procedural justice mediated the relationship between authentic leadership and NWG about supervisors, while it didn't mediate the relationship between authentic leadership and NWG about coworkers. The theoretical and practical implications are discussed.

Does procedural justice climate increase the identification and engagement of migrant workers? A group engagement model perspective

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mladen Adamovic ◽  
Peter Gahan ◽  
Jesse Olsen ◽  
Bill Harley ◽  
Joshua Healy ◽  
...  
Keyword(s):  
Procedural Justice ◽  
Work Environment ◽  
Work Engagement ◽  
Migrant Workers ◽  
Organizational Identification ◽  
Content Type ◽  
Procedural Justice Climate ◽  
Group Engagement ◽  
Group Engagement Model ◽  
Justice Climate

PurposeMigrant workers often suffer from social exclusion in the workplace and therefore identify less with their organization and engage less with their work. To address this issue, the authors integrate research on migrant workers with research on the group engagement model to create a model for understanding and enhancing migrant worker engagement. This allows us to provide insight into how organizations can design their human resource management systems and practices to increase the work engagement of migrant workers.Design/methodology/approachThe authors conducted a survey study with over 4,000 employees from more than 500 workplaces in Australia to test the model.FindingsThe results of the multilevel analysis indicate that a procedurally fair work environment increases organizational identification, which in turn is associated with higher work engagement. The results also indicate that procedural justice climate is more important for migrant workers and increases their organizational identification and engagement.Originality/valueTo increase work engagement of migrant workers, organizations can establish a procedurally fair work environment in which cultural minorities experience unbiased policies and procedures, are able to express their opinions and participate in decision-making.

The affective psychological process of self-image congruity and its influences on dining experience

2018 ◽  
Vol 30 (3) ◽  
pp. 1563-1583 ◽  
Author(s):  
EunHa Jeong ◽  
SooCheong (Shawn) Jang
Keyword(s):  
Positive Affect ◽  
Moderating Effect ◽  
Congruity Effect ◽  
Psychological Process ◽  
Ideal Self ◽  
Content Type ◽  
Casual Dining ◽  
Self Image ◽  
Functional Attributes ◽  
Practical Implications

Purpose This study aims to examine the effects of self-image congruities (i.e. the match between the image of a product or brand and a customer’s image of themselves) as an affective psychological process in the context of a restaurant setting. The study proposed that a customer’s perception of congruity between his or her self-image and a restaurant could be a salient antecedent for eliciting positive affects toward restaurants, which may influences customers’ evaluations of the functional attributes of a restaurant. The relative effects of actual versus ideal self-image congruity on positive affects, along with the moderating effect of the type of restaurant, were also investigated. Design/methodology/approach An online survey was developed and distributed to randomly selected respondents in the USA and a total of 376 responses were used for the data analyses. Structural equation modeling (SEM) was used to examine the relationships among five constructs: actual self-image congruity, ideal self-image congruity, positive affect, evaluation of the restaurant experience and revisiting intentions. To investigate the moderating effect of the restaurant type – more specifically, to examine differences in relative importance of actual versus ideal self-image congruity based on the type of restaurant (casual dining versus fine dining) – multiple group analyses were executed. Findings The results showed that both actual and ideal self-image congruity significantly influence positive affect, which has a significant influence on customers’ evaluations of the functional attributes of a restaurant. Actual self-image congruity effect on positive affect was significant in casual dining restaurants, but it was not significant in fine-dining restaurants. Ideal self-image congruity effect on positive affect was significant in both casual and fine-dining restaurant. Practical implications This study provides practical implications for developing an effective marketing communication in terms of promoting different segments of restaurant (casual dining vs fine-dining) based upon the customers’ perception of self-image congruity. Originality/value This paper includes a theoretical model that explains whether self-image congruity is a salient antecedent influencing restaurant customers’ positive feelings toward a restaurant brand. It also examined the relative effects of actual versus ideal self-image congruities in different restaurant settings.

scholarly journals The effects of job demands on job stress

2016 ◽  
Vol 29 (2) ◽  
pp. 61-83 ◽  
Author(s):  
KwangMo Lim ◽  
Jinkook Tak
Keyword(s):  
Procedural Justice ◽  
Job Stress ◽  
Job Demands ◽  
Job Control ◽  
Moderating Effect ◽  
Future Research ◽  
Moderating Effects ◽  
The Relationship ◽  
Domestic Companies ◽  
Practical Implications

The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.

Maintaining Wellbeing during Unemployment

2006 ◽  
Vol 15 (1) ◽  
pp. 19-27 ◽  
Author(s):  
P. Nancey Hoare ◽  
M. Anthony Machin
Keyword(s):  
Psychological Distress ◽  
Negative Affect ◽  
Positive Affect ◽  
Employment Status ◽  
Social Contact ◽  
Self Esteem ◽  
Financial Strain ◽  
Unemployed People ◽  
Unique Predictor ◽  
Practical Implications

A survey of 371 unemployed people in South East Queensland explored whether deprivation of the latent benefits of employment was able to predict psychological distress after controlling for other key correlates. A standard multiple regression found that the latent benefits (timestructure, social contact, collective purpose, enforced activity, and status) accounted for a significant 13 per cent of the variance in psychological distress, with time structure being the most important unique predictor. However, after controlling for self-esteem, positive affect (PA), negative affect (NA), satisfaction with employment status, employment commitment, and financial strain, the latent benefits did not significantly add to the prediction of distress. The results are discussed in terms of their practical implications for career development.

Perceived justice and creativity in crowdsourcing communities: Empirical evidence from China

2015 ◽  
Vol 54 (3) ◽  
pp. 253-279 ◽  
Author(s):  
Lingfei Zou ◽  
Jinlong Zhang ◽  
Wenxing Liu
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Idea Generation ◽  
Interactional Justice ◽  
Research Model ◽  
Creative Performance ◽  
Community Environment ◽  
Innovation Activities ◽  
The Relationship ◽  
Practical Implications

Crowdsourcing has provided firms with a new way to involve their users with innovation activities. By outsourcing innovation-related tasks to huge external crowds, companies can access diverse creative ideas. Despite the great potential of crowdsourcing communities, it remains unclear how to create the necessary community environment to drive the creative ideas of participants. The present research investigates the effects of community fairness on the creativity of participants in crowdsourcing communities. Justice theory indicates that three types of justice are positively related to the creativity of participants: distributive justice, procedural justice and interactional justice. Our research model is generally supported by a survey of 238 participants in one of the biggest crowdsourcing communities in China. We find that the three types of justice influence participants’ creativity through different mechanisms. Furthermore, idea generation and idea cooperation mediate the relationship between distributive justice, procedural justice and creative performance. Our study provides both theoretical and practical implications.

The role of justice for cooperation and contract’s moderating effect in construction dispute negotiation

2017 ◽  
Vol 24 (1) ◽  
pp. 133-153 ◽  
Author(s):  
Wenxue Lu ◽  
Zhi Li ◽  
Siqi Wang
Keyword(s):  
Procedural Justice ◽  
Multiple Regression ◽  
Construction Project ◽  
Interactional Justice ◽  
Multiple Regression Model ◽  
Moderating Effect ◽  
Stepwise Multiple Regression ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose Justice, although well developed in the organisational field, has not been given adequate attention in the area of construction project dispute negotiations. Based on previous studies, the purpose of this paper is to more elaborately discuss whether each dimension of justice (distributive, procedural and interactional) is important for negotiators to cooperate in construction project dispute negotiation and whether their impact was moderated by the completeness of construction contract. Design/methodology/approach A survey of 164 prime negotiators from different construction projects was conducted. A stepwise multiple regression was employed to test the impact of each dimension of justice, and then a moderated multiple regression model was used to test the moderating effect of contract completeness. Findings The results indicated that, while distributive justice is related to cooperative behaviours, the impact of procedural justice and interactional justice also have great impact, and even more significantly related to cooperative behaviours. Moreover, while contractual obligatoriness positively moderates the relationship between procedural justice and cooperative behaviours, the term specificity negatively moderates the relationship between procedural and interactional justice and cooperative behaviours. Research limitations/implications First, the authors aimed to test the effect of justice on cooperative behaviours in construction dispute negotiations originally, but did not determine whether their relationship is mediated by any other factors. Second, contractual governance was chosen as the moderator; other factors may also influence behaviours in project dispute negotiations. Practical implications First, project dispute negotiators should not focus their attention solely on the distribution of the negotiation issues. For a cooperative approach, negotiators should also give strong consideration to whether their offers reflect procedural justice and whether their opponents are being treated fairly. Second, while contractual design may affect the frame surrounding the negotiations to help negotiators achieve an integrated outcome, they should give more attention to certain forms of justice. Originality/value In contrast to previous studies, the authors defined all three forms of justice in project dispute negotiations, and by adding all three forms of justice into the model, the authors attempted to investigate whether distributive, procedural and interactional justice were all related to cooperative behaviours in project dispute negotiations and to ascertain the extent to which each form of justice is important. Furthermore, the authors explored variations in the importance of each form of justice in negotiations under different contractual conditions.

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