Event justice and social entity justice: A cross-lagged analysis |
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Institution: | 1. Service de Psychologie des Groupes et des Organisations, University of Liege, Quartier Agora, place des Orateurs 1 (Bat. B33) 4000 Sart Tilman, Belgium;2. Unité de Valorisation des Ressources Humaines, University of Liege, Quartier Agora, place des Orateurs 2 (Bat. B32), 4000 Sart-Tilman, Belgique;1. Center for Crisis Psychology, University of Bergen, Bergen, Norway;2. Department of Psychosocial Science, University of Bergen, Bergen, Norway;1. Solidarity and Reintegration Foundation, Project Man, Murcia, Spain;2. Department of Personality, Assessment and Psychological Treatments, Faculty of Psychology and Speech Therapy,University of Valencia, Valencia, Spain;1. Department of Business Administration, Kutahya Dumlupinar University, Turkey;2. Department of Psychology, Hacettepe University, Turkey;3. Department of Education, Kars Kafkas University, Turkey |
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Abstract: | 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. |
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Keywords: | Event justice Social entity justice Cross-lagged analysis Organizational change Employees’ fairness perceptions Justice liée à l’événement Justice liée à une entité sociale Étude longitudinale Changement organisationnel Perception d’équité des employés |
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