Fouquereau Evelyne, Morin Alexandre J S, Huyghebaert Tiphaine, Chevalier Séverine, Coillot Hélène, Gillet Nicolas
EE 1901 QualiPsy, Département de Psychologie, Université de Tours, Tours, France.
Substantive Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, QC, Canada.
Front Psychol. 2020 May 15;11:812. doi: 10.3389/fpsyg.2020.00812. eCollection 2020.
This research seeks to verify the value of considering specific perceptions of informational and interpersonal justice over and above employees' global perceptions of interactional justice. In Study 1 (Sample 1: = 592; Sample 2: = 384), we examined the underlying structure of workers' perceptions of interactional justice by contrasting first-order and bifactor representations of their ratings. To investigate the true added value of specific informational and interpersonal justice perceptions once global interactional justice perceptions are taken into account, we also considered the relations between these global and specific perceptions and various outcomes. Our findings revealed that workers' perceptions of interactional justice simultaneously reflected a global interactional justice factor and two specific facets (interpersonal and informational justice). In Study 2, we identified employees' latent justice profiles based on their global (interactional justice) and specific (interpersonal and informational justice) levels of interactional justice. Five different interactional justice profiles were identified: , , , , and . Employees' perceptions of transformational leadership are a significant predictor of profile membership. Finally, the five profiles were significantly associated with anxiety and emotional exhaustion.
本研究旨在验证，除员工对互动公平的整体认知外，考虑信息公平和人际公平的特定认知的价值。在研究1中（样本1：n = 592；样本2：n = 384），我们通过对比员工评分的一阶和双因素表征，研究了员工对互动公平认知的潜在结构。为了探究在考虑整体互动公平认知后，特定信息公平和人际公平认知的真正附加价值，我们还考察了这些整体和特定认知与各种结果之间的关系。我们的研究结果表明，员工对互动公平的认知同时反映了一个整体互动公平因素和两个特定方面（人际公平和信息公平）。在研究2中，我们根据员工在整体（互动公平）和特定（人际公平和信息公平）层面的互动公平水平，确定了员工潜在的公平概况。识别出了五种不同的互动公平概况：[此处原文缺失概况具体内容]、[此处原文缺失概况具体内容]、[此处原文缺失概况具体内容]、[此处原文缺失概况具体内容]和[此处原文缺失概况具体内容]。员工对变革型领导的认知是概况归属的重要预测指标。最后，这五种概况与焦虑和情绪耗竭显著相关。
