Justice and employee attitudes during organizational change: The mediating role of overall justice

IntroductionSeveral studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has neglected to examine OJ during the process of organizational change, as suggested in fairness heuristic theory (FHT).ObjectiveThis study aims to replicate the results of previous studies and expand them by examining, in two contexts of organizational change implementation, the mediating role of OJ in the relationships between procedural, interpersonal, and informational justice (PJ, ITJ, and IFJ, respectively) and employee attitudes (job satisfaction, turnover intentions, and organizational commitment).MethodologyWe surveyed 537 employees experiencing a company reorganization (Study 1) and 188 employees experiencing a merger (Study 2).ResultsEach dimension of justice is related to OJ, which in turn is associated to employee attitudes. Furthermore, bootstrap results indicated that OJ mediates the effects of PJ, ITJ, and IFJ on job satisfaction and turnover intentions (in both studies), and on affective, normative, and continuance commitment (in Study 2).ConclusionOur findings show the importance of fairness during organizational change. Treating employees fairly in times of change is crucial for managers.     

Gamification: The Intersection between Behavior Analysis and Game Design Technologies

Deterding et al. (Proceedings of the 15th International Academic MindTrek Conference: Envisioning Future Media Environments, USA 15: 9–15, 2011) report a recent rise in popularity of video game inspired software designed to address issues in a variety of areas, including health, energy conservation, education, and business. These applications have been based on the concept of gamification, which involves a process by which nongame activities are designed to be more like a game. We provide examples of how gamification has been used to increase health-related behavior, energy consumption, academic performance, and other socially-significant behavior. We argue that behavior analytic research and practice stands to benefit from incorporating successful elements of game design. Lastly, we provide suggestions for behavior analysts regarding applied and basic research related to gamification.     

Embeddedness and New Idea Discussion in Professional Networks: The Mediating Role of Affect‐Based Trust

This article examines how managers' tendency to discuss new ideas with others in their professional networks depends on the density of shared ties surrounding a given relationship. Consistent with prior research which found that embeddedness enhances information flow, an egocentric network survey of mid‐level executives shows that managers tend to discuss new ideas with those who are densely embedded in their professional networks. More specifically, embeddedness increases the likelihood to discuss new ideas by engendering affect‐based trust, as opposed to cognition‐based trust. Implications for network and creativity research are discussed.     

Effets comportementaux et attitudinaux d’une procédure de Pied-dans-la-porte en entreprise

The present research investigates attitudinal and behavioral effects of a Foot-in-the-door paradigm (Freedman & Fraser, 1966), adapted to a company world. Moreover, it measures the impact of a variable whose integration to the paradigm has been discussed (Joule and Beauvois, 1998; Joule, Py & Bernard, 2004) although its effect has not been experimentally demonstrated: Action Identification (Vallacher and Wegner, 1985). Results show a response rate to the target request and a mean of affective commitment to the organization (Allen & Meyer, 1990) higher in the F.I.T.D. condition, particularly when the level of action identification is taking into account. Results are discussed in terms of commitment theory and action identification theory.     

La justice organisationnelle comme levier pour promouvoir la qualité de vie au travail

The goal of this study is to show the relevance of organizational justice principles in interventions to prevent psychosocial risks. Following an introduction identifying organizational justice as a predictor of health and quality of work life, we illustrate its application to a diagnosis and an intervention for hospital staff. The responses of 685 employees to a questionnaire identified a lack of support and justice by managers; thus, sensitivity to organizational justice was incorporated into a training program on management and psychosocial risks. A quasi-experiment in which hospital staff participated revealed a beneficial effect of the manager training on justice perceptions of the staff, confirming in part our hypotheses. The illustration in our study of the benefits of using justice principles in manager training offers new perspectives for promoting quality of life at work and reducing psychosocial risks.     

The Evolution of Business: Learning,Innovation, and Sustainability in the Twenty-First Century

This article-as part of a broader evolutionary inquiry toward human fulfillment, societal wellbeing, and environmental sustainability-explores new frontiers for business. In a rapidly changing global environment, corporations can become evolutionary change agents for the creation of a sustainable global civilization by fostering financial, social, and environmental results. The contemporary metaphors used to describe the business world can be limited in times when an emergent paradigm calls for new visions and actions. An evolutionary understanding, grounded in evolutionary systems theory, can open possibilities for leadership and innovation toward sustainability. Complex systems, such as organizations, need to learn to learn in harmony with the dynamics of their milieu in order to co-evolve and create value. The paper concludes with a reflection on the implications of the evolutionary paradigm for business education.     

Intermediality and the Diffusion of Innovations

Interpersonal and mediated communication both play important roles in the diffusion of innovations, as part of the process, as well as the content, of diffusion. Yet the diffusion of new media has blurred the boundaries across interpersonal and mediated communication, and emphasized the decoupling of media from their attributes, summarized in the concept of intermediality. This article briefly considers implications of this intermediality for new media as process and content in five major components of the diffusion perspective: sources, rate and categories of adoption, attributes, communication networks, and consequences.     

Behavioural interventions for micro-mobility adoption: Low-hanging fruits or hard nuts to crack?

This study explores the potential and challenges of applying behavioural interventions to promote micro-mobility adoption. Our online experiments with New York City residents showed that nudges and faming improved respondents’ willingness to adopt e-scooters significantly. Moreover, our experiments spanned over the pre-, during- and post- COVID-19 lockdown period in New York City. Findings from this natural experiment revealed that the effect of these behavioural interventions varied significantly during the pandemic, likely due to a heightened level of health consciousness and a new perspective regarding social interactions. Behavioural tools cannot be taken off-the-shelf and applied as a blanket policy. Individual and group characteristics have to be assessed to devise the pre-eminent behavioural interventions for a particular target audience. More experiments across a wide range of economic, social, cultural, and political settings are needed to guide the application of behavioural interventions in transportation studies.