Department of Management.
J Appl Psychol. 2020 Mar;105(3):274-293. doi: 10.1037/apl0000440. Epub 2019 Aug 5.
A large body of research demonstrates that employee perceptions of fair treatment matter. The overwhelming focus of these investigations has been on how employees react to whether or not they perceive their supervisor behaved in a fair manner. We contend, however, that employees not only question and react to whether they are treated fairly, but also to they believe their supervisor acted fairly in the first place. To do so, we consider how employee attributions of supervisor motives for fair treatment influence the cognitive and affective mechanisms by which fair treatment influences employee reactions to fairness. Drawing from the justice actor model, we focus on both cognitive (establishing fairness, identity maintenance, and effecting compliance) and affective (positive affect) motives underlying supervisors' fair treatment. Relying on theory and research on motive attribution and leader affect, we develop predictions for how employees' perceptions of these motives as a result of short-term exchanges over time influence supervisor-directed citizenship behavior through both cognitive (trust in the supervisor) and affective (positive affect) mechanisms. Our experience sampling study of 613 weekly fair events (from 171 employees) largely supported our predictions, demonstrating that attribution of supervisor motives is a meaningful component of an employee's justice experience. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
大量研究表明，员工对公平待遇的看法很重要。这些研究的主要关注点一直是员工对主管是否公平对待的反应。然而，我们认为，员工不仅会质疑和回应他们是否受到公平对待，还会质疑他们认为主管最初是否公平行事。为此，我们考虑了员工对主管公平待遇动机的归因如何影响公平待遇影响员工对公平性反应的认知和情感机制。我们借鉴正义行为者模型，关注主管公平对待背后的认知（建立公平、维护身份和实施合规）和情感（积极情感）动机。依靠动机归因和领导情感的理论和研究，我们根据员工随着时间的推移对这些动机的短期互动感知，通过认知（对主管的信任）和情感（积极情感）机制，对员工感知这些动机如何影响主管指导的公民行为做出预测。我们对 613 个每周公平事件（来自 171 名员工）的经验抽样研究在很大程度上支持了我们的预测，表明主管动机的归因是员工正义体验的一个有意义的组成部分。（PsycINFO 数据库记录（c）2020 APA，保留所有权利）。
