Justice as a Dynamic Construct: Effects of Individual Trajectories on Distal Work Outcomes
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...
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| Veröffentlicht in: | Journal of applied psychology 2011-07, Vol.96 (4), p.872-880 |
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| container_title | Journal of applied psychology |
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| creator | Hausknecht, John P. Sturman, Michael C. Roberson, Quinetta M. |
| description | 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 perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional variance in distal work outcomes (job satisfaction, organizational commitment, and turnover intentions) after controlling for end-state levels of justice, demonstrating the cumulative effects of justice over time. Findings also reveal that change in procedural justice perceptions affected distal work outcomes more strongly than any other justice dimension. Implications for theory and future investigations of justice as a dynamic construct are discussed. |
| doi_str_mv | 10.1037/a0022991 |
| format | Article |
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J</contributor><creatorcontrib>Hausknecht, John P. ; Sturman, Michael C. ; Roberson, Quinetta M. ; Kozlowski, Steve W. J</creatorcontrib><description>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 perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional variance in distal work outcomes (job satisfaction, organizational commitment, and turnover intentions) after controlling for end-state levels of justice, demonstrating the cumulative effects of justice over time. Findings also reveal that change in procedural justice perceptions affected distal work outcomes more strongly than any other justice dimension. Implications for theory and future investigations of justice as a dynamic construct are discussed.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/a0022991</identifier><identifier>PMID: 21443314</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Adult ; Attitude ; Biological and medical sciences ; Dependent Variables ; Empirical research ; Employee Attitudes ; Employee Performance Appraisal ; Employee Turnover ; Employees ; Employment - psychology ; Evaluation ; Evidence ; Factor Analysis ; Fairness ; Fundamental and applied biological sciences. Psychology ; Human ; Humans ; Hypothesis Testing ; Interpersonal Relations ; Investigations ; Job Satisfaction ; Judgment ; Judgments ; Justice ; Labor Turnover ; Occupational psychology ; Organization theory ; Organizational analysis ; Organizational Behavior ; Organizational behaviour ; Organizational Justice ; Organizational research ; Perception ; Perceptions ; Personnel Turnover ; Predictive Validity ; Predictor Variables ; Procedural justice ; Psychology. Psychoanalysis. Psychiatry ; Psychology. Psychophysiology ; Regression (Statistics) ; Social Behavior ; Social Justice - psychology ; Statistical Significance ; Studies ; Surveys ; Surveys and Questionnaires ; Trends ; Turnover ; Work (Attitudes Toward) ; Work Attitudes ; Work condition. Job performance. 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J</contributor><creatorcontrib>Hausknecht, John P.</creatorcontrib><creatorcontrib>Sturman, Michael C.</creatorcontrib><creatorcontrib>Roberson, Quinetta M.</creatorcontrib><title>Justice as a Dynamic Construct: Effects of Individual Trajectories on Distal Work Outcomes</title><title>Journal of applied psychology</title><addtitle>J Appl Psychol</addtitle><description>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 perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional variance in distal work outcomes (job satisfaction, organizational commitment, and turnover intentions) after controlling for end-state levels of justice, demonstrating the cumulative effects of justice over time. Findings also reveal that change in procedural justice perceptions affected distal work outcomes more strongly than any other justice dimension. Implications for theory and future investigations of justice as a dynamic construct are discussed.</description><subject>Adult</subject><subject>Attitude</subject><subject>Biological and medical sciences</subject><subject>Dependent Variables</subject><subject>Empirical research</subject><subject>Employee Attitudes</subject><subject>Employee Performance Appraisal</subject><subject>Employee Turnover</subject><subject>Employees</subject><subject>Employment - psychology</subject><subject>Evaluation</subject><subject>Evidence</subject><subject>Factor Analysis</subject><subject>Fairness</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Human</subject><subject>Humans</subject><subject>Hypothesis Testing</subject><subject>Interpersonal Relations</subject><subject>Investigations</subject><subject>Job Satisfaction</subject><subject>Judgment</subject><subject>Judgments</subject><subject>Justice</subject><subject>Labor Turnover</subject><subject>Occupational psychology</subject><subject>Organization theory</subject><subject>Organizational analysis</subject><subject>Organizational Behavior</subject><subject>Organizational behaviour</subject><subject>Organizational Justice</subject><subject>Organizational research</subject><subject>Perception</subject><subject>Perceptions</subject><subject>Personnel Turnover</subject><subject>Predictive Validity</subject><subject>Predictor Variables</subject><subject>Procedural justice</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Regression (Statistics)</subject><subject>Social Behavior</subject><subject>Social Justice - psychology</subject><subject>Statistical Significance</subject><subject>Studies</subject><subject>Surveys</subject><subject>Surveys and Questionnaires</subject><subject>Trends</subject><subject>Turnover</subject><subject>Work (Attitudes Toward)</subject><subject>Work Attitudes</subject><subject>Work condition. Job performance. 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Psychology</topic><topic>Human</topic><topic>Humans</topic><topic>Hypothesis Testing</topic><topic>Interpersonal Relations</topic><topic>Investigations</topic><topic>Job Satisfaction</topic><topic>Judgment</topic><topic>Judgments</topic><topic>Justice</topic><topic>Labor Turnover</topic><topic>Occupational psychology</topic><topic>Organization theory</topic><topic>Organizational analysis</topic><topic>Organizational Behavior</topic><topic>Organizational behaviour</topic><topic>Organizational Justice</topic><topic>Organizational research</topic><topic>Perception</topic><topic>Perceptions</topic><topic>Personnel Turnover</topic><topic>Predictive Validity</topic><topic>Predictor Variables</topic><topic>Procedural justice</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. Psychophysiology</topic><topic>Regression (Statistics)</topic><topic>Social Behavior</topic><topic>Social Justice - psychology</topic><topic>Statistical Significance</topic><topic>Studies</topic><topic>Surveys</topic><topic>Surveys and Questionnaires</topic><topic>Trends</topic><topic>Turnover</topic><topic>Work (Attitudes Toward)</topic><topic>Work Attitudes</topic><topic>Work condition. Job performance. Stress</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Hausknecht, John P.</creatorcontrib><creatorcontrib>Sturman, Michael C.</creatorcontrib><creatorcontrib>Roberson, Quinetta M.</creatorcontrib><collection>ERIC</collection><collection>ERIC (Ovid)</collection><collection>ERIC</collection><collection>ERIC</collection><collection>ERIC (Legacy Platform)</collection><collection>ERIC( SilverPlatter )</collection><collection>ERIC</collection><collection>ERIC PlusText (Legacy Platform)</collection><collection>Education Resources Information Center (ERIC)</collection><collection>ERIC</collection><collection>Pascal-Francis</collection><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>APA PsycArticles®</collection><collection>ProQuest Central (New)</collection><collection>ProQuest One Academic (New)</collection><collection>ProQuest One Academic Middle East (New)</collection><collection>ProQuest One Psychology</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>International Bibliography of the Social Sciences (IBSS)</collection><collection>International Bibliography of the Social Sciences</collection><collection>International Bibliography of the Social Sciences</collection><collection>MEDLINE - Academic</collection><jtitle>Journal of applied psychology</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Hausknecht, John P.</au><au>Sturman, Michael C.</au><au>Roberson, Quinetta M.</au><au>Kozlowski, Steve W. J</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><ericid>EJ934600</ericid><atitle>Justice as a Dynamic Construct: Effects of Individual Trajectories on Distal Work Outcomes</atitle><jtitle>Journal of applied psychology</jtitle><addtitle>J Appl Psychol</addtitle><date>2011-07-01</date><risdate>2011</risdate><volume>96</volume><issue>4</issue><spage>872</spage><epage>880</epage><pages>872-880</pages><issn>0021-9010</issn><eissn>1939-1854</eissn><coden>JAPGBP</coden><abstract>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 perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional variance in distal work outcomes (job satisfaction, organizational commitment, and turnover intentions) after controlling for end-state levels of justice, demonstrating the cumulative effects of justice over time. Findings also reveal that change in procedural justice perceptions affected distal work outcomes more strongly than any other justice dimension. Implications for theory and future investigations of justice as a dynamic construct are discussed.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><pmid>21443314</pmid><doi>10.1037/a0022991</doi><tpages>9</tpages><oa>free_for_read</oa></addata></record> |
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| ispartof | Journal of applied psychology, 2011-07, Vol.96 (4), p.872-880 |
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| subjects | Adult Attitude Biological and medical sciences Dependent Variables Empirical research Employee Attitudes Employee Performance Appraisal Employee Turnover Employees Employment - psychology Evaluation Evidence Factor Analysis Fairness Fundamental and applied biological sciences. Psychology Human Humans Hypothesis Testing Interpersonal Relations Investigations Job Satisfaction Judgment Judgments Justice Labor Turnover Occupational psychology Organization theory Organizational analysis Organizational Behavior Organizational behaviour Organizational Justice Organizational research Perception Perceptions Personnel Turnover Predictive Validity Predictor Variables Procedural justice Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Regression (Statistics) Social Behavior Social Justice - psychology Statistical Significance Studies Surveys Surveys and Questionnaires Trends Turnover Work (Attitudes Toward) Work Attitudes Work condition. Job performance. Stress |
| title | Justice as a Dynamic Construct: Effects of Individual Trajectories on Distal Work Outcomes |
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