Distributed workgroups are increasingly adopted by global organizations, enabled by technology advances. While social ties and performance of such workgroups have been examined in existing literature, the distinctions in knowledge sharing practices remain blurred. We developed a research model to examine the effects of social ties on knowledge sharing practices through the lens of justice perce...

A field study and an experimental study examined relationships among organizational variables and various responses of victims to perceived wrongdoing. Both studies showed that procedural justice climate moderates the effect of organizational variables on the victim's revenge, forgiveness, reconciliation, or avoidance behaviors. In Study 1, a field study, absolute hierarchical status enhanced f...

The authors examined justice perceptions of Taiwanese employees in response to co-workers' punitive events (punishment by a superior). They developed a hypothesis based on Chinese indigenous wu-lun principles and the concept of empathy. Results of the study showed that perceived vertical (between superior and subordinate) and horizontal (between subordinates) relationships jointly affected just...

Supervisors' perceptions of how fairly they are treated by their own supervisors can influence their subordinates' perceptions, attitudes, and behavior. We present a moderated mediation model that demonstrates how work group structure can enhance or constrain these effects. Results show supervisors' perceptions of the fairness of the interactional treatment they receive relate to their subordin...

Data-driven decision-making consequential to individuals raises important questions of accountability and justice. Indeed, European law provides individuals limited rights to ‘meaningful information about the logic’ behind significant, autonomous decisions such as loan approvals, insurance quotes, and CV filtering. We undertake three experimental studies examining people’s perceptions of justic...

This study examines the effects of procedural justice perceptions on outcomes in an actual selection context with applicants taking a general mental ability test to gain employment as utility meter readers. Applicant attraction and intention related to the organization were measured at 3 time periods. This allowed us to control for initial levels of outcome variables and the pass–fail result wh...

The primary goal of this study was to develop and test a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively. This study proposed that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager, along with other important attitudes and outcomes....

PURPOSE We investigated how job applicants' personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultaneously). We especially addressed trait interactions between neuroticism and extraversion (the affective plane) and extraversion and agreeableness (the interpersonal plane). DES...

This study firstly aims to explore the relationship between employees’ perceptions for procedural justice and their intentions to stay with an organization by an applied research in a motorcycle firm. Secondly, it tries to determine and compare the effects of employees’ perceptions for procedural justice and demographic variables on their intentions to stay in an organization. For these aims, a...

The authors draw on theories of social exchange and prosocial behavior to explain how employee perceptions of procedural justice and individual differences in reciprocation wariness, empathic concern, and perspective taking function jointly as determinants of organizational citizenship behavior (OCB) role definitions and behavior. As hypothesized, empirical findings from a field study show both...