Is more fairness always preferred? Self-esteem moderates reactions to procedural justice

• 成果类型: Article
• 署名作者: Wiesenfeld, Batia M.; Swann, William B., Jr.; Brockner, Joel; Bartel, Caroline A.
• 署名单位: New York University; University of Texas System; University of Texas Austin; Columbia University
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/20159922
• 发表日期: 2007
• 页码: 1235-1253
• 关键词: UNCERTAINTY MANAGEMENT; SURVIVORS REACTIONS; verification; validation; COMMITMENT; responses; UNFAIR

摘要

Organizational justice researchers have demonstrated that employees are more committed to organizations they believe treat them fairly. Drawing on self-verification theory, five studies showed that the positive relationship between procedural justice and commitment was eliminated among those with low self-esteem. Moreover, results of one study showed that this effect occurred only when self-verification strivings were likely to be salient (i.e., when employees expected their relationships with their organization to be relatively enduring). Finally, an experiment provided evidence that participants' experience of self-verification (feeling known and understood) mediated the interactive effect of procedural justice and self-esteem on their organizational commitment.