Holtz Brian C, Harold Crystal M
School of Business, 227 Penn Street, Rutgers University, Camden, NJ 08102, USA.
J Appl Psychol. 2009 Sep;94(5):1185-99. doi: 10.1037/a0015900.
Most work on organizational justice has been cross-sectional and focused on specific justice dimensions rather than perceptions of overall justice. As a result, little is known about how overall justice perceptions unfold over time. This study attempts to bridge gaps in the literature by examining overall organizational and overall supervisory justice perceptions of 213 individuals over 3 points in time. Results showed significant variability in overall justice perceptions across time. Specifically, within-person variance accounted for 24% and 29% of the total variance in overall organizational and supervisory justice, respectively. Further, compared with specific justice dimensions, trust emerged as a particularly strong predictor of within-person and between-person variance in overall justice perceptions. Implications for the justice literature and organizational practice are discussed.
大多数关于组织公正的研究都是横断面研究，并且聚焦于特定的公正维度，而非整体公正的认知。因此，对于整体公正认知如何随时间变化，我们知之甚少。本研究试图通过考察213名个体在三个时间点的整体组织公正和整体上级公正认知来弥合文献中的差距。结果显示，整体公正认知随时间存在显著变化。具体而言，个体内部差异分别占整体组织公正和上级公正总差异的24%和29%。此外，与特定公正维度相比，信任成为了整体公正认知中个体内部和个体间差异的一个特别强的预测因素。文中还讨论了该研究对公正文献和组织实践的启示。
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