Considerable research has demonstrated that fair procedures help improve reactions to decisions, a phenomenon known as the fair process effect. However, in the present research, the authors identify when and why objectively fair procedures (i.e., receiving voice) may not always improve justice perceptions. Findings from 2 studies (Ns = 108 and 277) yield support for the proposed identity violat...

We investigated the previously unstudied relationship between procedural justice and identification within virtual teams, with a particular focus on how two features of virtual teams, namely frequency of face-to-face meetings and geographical dispersion, moderate that relationship. We argue that these two variables are sources of uncertainty, which in turn makes virtual team members more sensit...

Organizations (though the design of their employment application websites) have the option of prohibiting or allowing certain types of traditional applicant communications such as cover letters. However, while doing so may streamline recruiting processes, it may come at a price. This study hypothesizes that the opportunity to submit cover letters during a selection process should improve proced...

This study examined the relationship between organizational justice and stress and whether work-family conflict was a mediator of the relationship. Distributive, procedural, interpersonal, and informational injustice were cast as stressors to explore their relationships with the stress levels of 174 faculty members employed at 23 U.S. universities. The results revealed that procedural and inter...

Article 13, Access to Justice: 1. States Parties shall ensure effective access to justice for persons with disabilities on an equal basis with others, including through the provision of procedural and ageappropriate accommodations, in order to facilitate their effective role as direct and indirect participants, including as witnesses, in all legal proceedings, including at investigative and oth...

background and objectives: motivated employees are probably the most valuable resource of the contemporary organizations. evidence shows the significant impact of perceived organizational justice on the attitudes of employees, including their trust. to further investigate the issue in the context of health organizations, this study aimed to explore the relationship between perceived organizatio...

conclusions most nurses who participated in this study had a high perception of organizational justice. the mean score of organizational justice was higher in specialty hospitals. health care policy makers and hospital managers should support their employees, especially nurses through fairness in distributions, procedures, and interactions. results of 400 nurses, 66% perceived a high level of o...

Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Carmon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness percepti...

This paper tests three competing hypotheses on the relative importance of distributive and procedural justice in predicting satisfaction with productivity gainsharing. The analysis provides support for one of the hypotheses, which states that the payout will determine which type of fairness (procedural or distributive) is more predictive of gainsharing satisfaction.