愉快的人更易体验公正？——员工的情绪特质对组织公正感的影响研究

摘要：情绪和公正感之间的关系一直以来颇受研究者的关注。本研究通过对260名组织员工的取样调查,探讨了情绪特质对各层面组织公正感的影响。相关分析及多元调节回归分析结果表明：积极情绪特质（TPA） 对公正感存在显著的主效应,消极情绪特质（TNA）则与工作环境特征形成交互作用,共同影响对组织（或主管）实体的公正感。文章也讨论了这一研究结论对现实管理的意义。关键词：积极情绪特质 消极情绪特质 组织公正感     

Employee personality, justice perceptions, and the prediction of workplace deviance

We examined the relative and incremental prediction of workplace deviance (i.e., intentional acts that harm the organization or its employees) offered by personality and organizational justice perceptions in a sample of 464 employees working in a large retail organization. We found that personality - including a sixth factor called Honesty-Humility, and its facet of trait Fairness - accounted for incremental variance in deviance criteria beyond justice perceptions. We found little support for the reverse. From a practical standpoint, these findings suggest that organizations may benefit from personality-related interventions (e.g., screening job applicants for relevant traits) more so than from justice-related interventions (e.g., organizational changes involving policies and procedures) in order to reduce workplace deviance. From a research perspective, our findings highlight the advantages of considering traits beyond the Big Five (e.g., Honesty-Humility) for maximizing the prediction and understanding of deviant behaviors at work.     

A test of competing models of the relationships among perceptions of organizational politics, perceived organizational support, and individual outcomes

The authors aimed to distinguish between perceptions of organizational politics (POPs) and perceived organizational support (POS). Previous research has shown that these two constructs are related, and whereas some researchers have suggested that POS mediates the relationships between POPs and outcomes (e.g., M. C. Andrews & K. M. Kacmar, 2001; R. Cropanzano, J. C. Howes, A. A. Grandey, & P. Toth, 1997), others have claimed that POPs mediate the relationships between POS and outcomes (e.g., G. R. Ferris, G. S. Russ, & P. M. Fandt, 1989). The authors investigated these competing models in an organizational sample of 418 employees from a water-management-district office. Results showed that POPs and POS were related to each other and to 5 outcomes: (a) job satisfaction, (b) pay satisfaction, (c) job strains, (d) role conflicts, and (e) turnover intentions. Results also indicated that POS fully mediated 3 of the 5 relationships between POPs and outcomes and partially mediated the other 2.     

Justice at the millennium: a meta-analytic review of 25 years of organizational justice research.

The field of organizational justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizational justice.     

The relationship between justice and attitudes: An examination of justice effects on event and system-related attitudes

Research in organizational justice has always been interested in the relationship between justice and attitudes. This research often examines how different types of justice affect different attitudes, with distributive justice predicted to affect attitudes about specific events (e.g., performance evaluation) and procedural justice predicted to affect attitudes about organizations (e.g., organizational commitment). However, there is mixed support for these predictions. Moreover, this approach generally ignores the relationship between attitudes about the specific event and attitudes toward the organization. In this study we identify three alternative models of justice and attitudes. We use customer responses to complaint handling to test these alternative conceptualizations. Results generally support a mediated model, wherein event attitudes mediate the effect of justice perceptions on system-related attitudes. The implication of these findings for organizations and justice researchers are discussed.     

THE PRECURSORS AND PRODUCTS OF JUSTICE CLIMATES: GROUP LEADER ANTECEDENTS AND EMPLOYEE ATTITUDINAL CONSEQUENCES

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of 3 types of justice climates (e.g., procedural, interpersonal, and informational) and the moderating effects of these climates on individual-level justice–attitude relationships. Largely consistent with the theoretically derived hypotheses, the results showed that leader (a) Agreeableness was positively related to procedural, interpersonal, and informational justice climates; (b) Conscientiousness was positively related to a procedural justice climate; and (c) Neuroticism was negatively related to all 3 types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high.     

Fairness at the collective level: a meta-analytic examination of the consequences and boundary conditions of organizational justice climate

This article uses meta-analytic methods (k = 38) to examine the relationship between organizational justice climate and unit-level effectiveness. Overall, our results suggest that the relationship between justice and effectiveness is significant (ρ = .40) when both constructs are construed at the collective level. Our results also indicate that distributive justice climate was most strongly linked with unit-level performance (e.g., productivity, customer satisfaction), whereas interactional justice was most strongly related to unit-level processes (e.g., organizational citizenship behavior, cohesion). We also show that a number of factors moderate this relationship, including justice climate strength, the level of referent in the justice measure, the hierarchical level of the unit, and how criteria are classified. We elaborate on these findings and attempt to provide a clearer direction for future research in this area.     

Mental Health,Occupational Trust,and Quality of Working Life: Does Belief in a Just World Matter?

We investigated the hypotheses that personal belief in a just world (BJW) would enhance evaluations of working life (e.g., job satisfaction, organizational commitment), increase occupational trust (e.g., entrepreneurial self-efficacy, occupational self-efficacy), and boost mental health (e.g., life satisfaction, self-esteem). To test these hypotheses, we conducted 3 studies with employees and unemployed individuals in different career situations (total N  = 593). Regression analyses revealed positive relationships between BJW and mental health, as well as occupational trust in all participant groups. These relationships persisted when controlling for objective success criteria and global personality traits. In addition, BJW was found to be associated with subjective quality of working life in employed individuals. We concluded that justice motive matters in the working context.     

Intrinsic Motivation,Organizational Justice,and Creativity

For employees to generate creative ideas that are not only original, but also useful to their company, they must interact with their workplace environment to determine organizational needs. Therefore, it is important to consider aspects of the individual as well as their environment when studying creativity. Intrinsic motivation, a predictor of individual level creativity, is associated with feelings of enjoyment and interest in the task at hand. To the extent that tasks are nested in an environment, intrinsically motivated individuals may perceive their environment more favorably than individuals who are not interested in the task. Specifically, such individuals may view the rewards (i.e., distributive justice), decision-making procedures (i.e., procedural justice), and their interpersonal treatment (i.e., interpersonal justice) in their work environment as more fair, due to the positive affect associated with intrinsic motivation. This study examines the relationships between intrinsic motivation, perceptions of organizational fairness, and creativity. Participants (n = 133) worked on a task in a laboratory setting and completed measures of intrinsic motivation and organizational justice. Findings were supportive that intrinsically motivated participants viewed their environment as fairer than participants that were uninterested in the task. Consequently, distributive and interpersonal justice were shown to significantly mediate the relationship between intrinsic motivation and creativity. Implications for theory and practice are discussed.     

Exploring the role of emotions in injustice perceptions and retaliation

Although organizational justice scholars often describe unfairness as an emotionally laden experience, the role of emotion is underresearched. In a study of individuals who experienced being laid off (N = 173), the authors found that outcome favorability interacts with both procedural and interactional justice to predict participants' emotions. The pattern of interaction differed for inward-focused (i.e., shame and guilt) and outward-focused (i.e., anger and hostility) negative emotions. Attributions of blame mediated the relationship between fairness perceptions and outward-focused negative emotion. Outward-focused emotion mediated the relationship between fairness perceptions and retaliation.     

Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis

Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible.     

A review and meta-analysis of the nomological network of trainee reactions

A review and meta-analysis of studies assessing trainee reactions are presented. Results suggest reactions primarily capture characteristics of the training course, but trainee characteristics (e.g., anxiety and pretraining motivation) and organizational support also have a moderate effect on reactions. Instructional style (rho = .66) followed by human interaction (rho = .56) were the best predictors of reactions. Reactions predicted pre-to-post changes in motivation (beta = .51) and self-efficacy (beta = .24) and were more sensitive than affective and cognitive learning outcomes to trainees' perceptions of characteristics of the training course. Moderator analyses revealed reactions- outcomes correlations tended to be stronger in courses that utilized a high level rather than a low level of technology, and affective and utility reactions did not differ in their relationships with learning outcomes. The current study clarifies the nomological network of reactions and specifies outcomes that are theoretically related to reactions.     

Event justice and social entity justice: A cross-lagged analysis

IntroductionThe life of organizations is punctuated by a wide range of managerial decisions (e.g., hiring and selection procedure, performance appraisal, new working methods). Facing such events, employees evaluate the fairness of the situation experienced (event justice). They can also examine the fairness demonstrated by a specific entity, such as the organization or the supervisor (social entity justice). So far, little is known about how justice judgments about events vs. entities are related to each other, especially in a context of organizational change.ObjectiveBuilding on decision-making and organizational justice literature, we investigate the directionality of the causal relationships between event justice and social entity justice within a context of organizational change in a Belgian company (a significant reorganization at the level of the organization chart resulting in different changes for employees).MethodsWe used two samples (team leaders and executives) and realized a cross-lagged panel analysis with two measurement times.ResultsThe study shows that, in both samples, employees’ fairness perceptions about their organization (social entity justice) influence their interpretation of the fairness of subsequent events involving the organization (event justice).ConclusionBuilding and fostering a climate of justice is therefore of primary importance to organizations, since global fairness perceptions about the organization may help employees to perceive a specific event, such as an organizational change, as being fair.     

Work gets unfair for the depressed: cross-lagged relations between organizational justice perceptions and depressive symptoms

The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a reverse effect whereby psychological health problems influence perceptions of organizational justice. To contrast both theoretical perspectives, we test longitudinal lagged effects between organizational justice perceptions (i.e., distributive justice, interactional justice, interpersonal justice, informational justice, and procedural justice) and employee depressive symptoms using structural equation modeling. Analyses of 3 samples from different military contexts (N? = 625, N? = 134, N? = 550) revealed evidence of depressive symptoms leading to subsequent organizational justice perceptions. In contrast, the opposite effects of organizational justice perceptions on depressive symptoms were not significant for any of the justice dimensions. The findings have broad implications for theoretical perspectives on psychological health and organizational justice perceptions.     

Me or we? The role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations

The present research takes an "other-centered" approach to examining personal and contextual antecedents of taking charge behavior in organizations. Largely consistent with the authors' hypotheses, regression analyses involving data collected from 2 diverse samples containing both coworkers and supervisors demonstrated that the other-centered trait, duty, was positively related to taking charge, whereas the self-centered trait, achievement striving, was negatively related to taking charge. In addition, the authors found that procedural justice at the organizational level was positively related to taking charge when evaluated by a coworker, while both procedural and distributive justice were positively related to taking charge when considered by a supervisor. Theoretical and practical implications are discussed.     

Interpersonal correlates of the guilt inventory

The interpersonal correlates of the Guilt Inventory (Kugler & Jones, 1992), which yields scores for state guilt, trait guilt, and moral standards, were assessed. Data collection addressed three issues including the relationships among Guilt Inventory scores and measures of: (a) interpersonal emotions and traits (e.g., shyness, self-consciousness, anger, etc.); (b) the social support network; and (c) ratings of trait guilt, moral standards, and relevant adjectives by friends and family members. Results indicated that trait and state guilt scores were significantly related to various interpersonal measures, most particularly, depression, anxiety, shyness, and loneliness, but only modestly related to satisfaction with social support. Moral standards were generally unrelated to these variables. Others tended to rate participants higher on trait guilt negatively (e.g., higher on contemptuous, angry, guilty, etc.), and participants higher on moral standards in socially acceptable terms (e.g., higher on prompt, self-reliant, moral, and religious). Results are interpreted in view of the frequently cited distinction between social and nonsocial emotions.     

Dimensionality of the Rosenberg Self-Esteem Scale and Its Relationships With the Three-and the Five-Factor Personality Models

The interpersonal correlates of the Guilt Inventory (Kugler &; Jones, 1992), which yields scores for state guilt, trait guilt, and moral standards, were assessed. Data collection addressed three issues including the relationships among Guilt Inventory scores and measures of: (a) interpersonal emotions and traits (e.g., shyness, self-consciousness, anger, etc.); (b) the social support network; and (c) ratings of trait guilt, moral standards, and relevant adjectives by friends and family members. Results indicated that trait and state guilt scores were significantly related to various interpersonal measures, most particularly, depression, anxiety, shyness, and loneliness, but only modestly related to satisfaction with social support. Moral standards were generally unrelated to these variables. Others tended to rate participants higher on trait guilt negatively (e.g., higher on contemptuous, angry, guilty, etc.), and participants higher on moral standards in socially acceptable terms (e.g., higher on prompt, self-reliant, moral, and religious). Results are interpreted in view of the frequently cited distinction between social and nonsocial emotions.     

Dispositional Affectivity and Work-Related Outcomes: A Meta-Analysis

This study meta-analytically reviews the influence of individuals' dispositional negative affectivity (NA) and positive affectivity (PA) on a broad range of work-related outcomes grouped into 3 categories: (a) work attitudes; (b) workplace experiences; and (c) work behavior. Across cumulative studies, it was found that NA and PA demonstrated significant effects on most of these outcomes. Moreover, we found some interesting differences in NA's and PA's relationships with work outcomes. Specifically, while NA had more influence on variables pertinent to work stressors (e.g., role problems), PA demonstrated a stronger effect on variables related to positive job and organizational context (e.g., job autonomy, procedural justice). Implications for theory advancement and future research in this area are discussed.     

The temporal factor of change in stressor-strain relationships: a growth curve model on a longitudinal study in east Germany

Several theoretical models describing how stressor-strain relationships unfold in time (e.g., M. Frese & D. Zapf, 1988) were tested with a longitudinal study, with 6 measurement waves, using multivariate latent growth curve models. The latent growth curve model made it possible to decompose trait and state components of strains and to show that both trait and state components are affected by work stressors. Because East Germany constitutes a high-change environment, it is an appropriate setting in which to study the relationship between work stressors and strains. The results showed that both the state and trait components of strains were affected by stressors. For example, individual trends in uncertainty (stressor) and worrying (strain) were related, whereas worrying also showed a short-term relationship with time pressure (another stressor). In particular, the decomposition into trait and state components was only possible with the growth curve method that was used.