Department of Management.
Department of Management and Organization, University of Washington.
J Appl Psychol. 2014 Nov;99(6):1059-73. doi: 10.1037/a0037915. Epub 2014 Sep 22.
The organizational justice literature has examined the effects of supervisor-focused interpersonal justice climate, or a team's shared perception of the dignity and respect it receives from its supervisor, on a number of important outcomes directed at organizational authorities. Considerably less is known about the potential influence of these shared perceptions on coworker-directed outcomes. In 2 experiments, we predict that a low (unfair) supervisor-focused interpersonal justice climate generates greater team cohesiveness than a high (fair) supervisor-focused interpersonal justice climate. We further examine the process through which this effect occurs. Drawing from cognitive dissonance theory, we predict that low (vs. high) supervisor-focused interpersonal justice climate generates greater team dissonance, or shared psychological discomfort, for team members and that this dissonance serves as an underlying mechanism through which supervisor-focused interpersonal justice climate influences a team's cohesiveness. Our results demonstrate support for these predictions in that low supervisor-focused interpersonal justice climate led to higher levels of both team dissonance and team cohesiveness than did high supervisor-focused interpersonal justice climate, and team dissonance mediated this relationship. Implications and areas for future research are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
组织公正文献研究了以主管为中心的人际公正氛围，或团队对其主管给予的尊严和尊重的共同感知，对许多针对组织权威的重要结果的影响。关于这些共同看法对同事导向结果的潜在影响，人们知之甚少。在 2 项实验中，我们预测低（不公平）的以主管为中心的人际公正氛围比高（公平）的以主管为中心的人际公正氛围产生更大的团队凝聚力。我们进一步研究了这种效应发生的过程。从认知失调理论出发，我们预测低（高）的以主管为中心的人际公正氛围会为团队成员产生更大的团队不和谐，或共同的心理不适，而这种不和谐是主管为中心的人际公正氛围影响团队凝聚力的潜在机制。我们的研究结果表明，低的以主管为中心的人际公正氛围导致了更高水平的团队不和谐和团队凝聚力，而高的以主管为中心的人际公正氛围则没有，并且团队不和谐中介了这种关系。讨论了这些发现的含义和未来研究的方向。（PsycINFO 数据库记录（c）2014 APA，保留所有权利）。
