Erasmus Center of Behavioural Ethics, Rotterdam School of Management, Erasmus University Rotterdam.
Department of Management, Kuehne Logistics University.
J Exp Psychol Appl. 2020 Dec;26(4):739-754. doi: 10.1037/xap0000303. Epub 2020 Jun 25.
Contrary to an often-found result in the organizational justice literature, we suggest that there may be circumstances under which organization members will not perform poorly in response to being on the receiving end of low procedural fairness. To explain the theoretical mechanism, we integrate the group engagement model of justice with the emotion regulation perspective. Specifically, we argue that the detrimental effect of lower procedural fairness on performance is attenuated when individuals engage in reappraisal. Moreover, this is the case because reappraisal makes lower procedural fairness less likely to undermine self-perceived standing in the organization. Three experiments and a multisource survey among employees reveal support for these predictions. This research contributes to the organizational justice literature by showing that reappraisal can help maintain performance when people have experienced low procedural fairness, extending the typical finding that low procedural fairness undermines performance. Theoretical and practical implications, limitations, and suggestions for future research are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
与组织公正文献中经常出现的结果相反，我们认为，在某些情况下，组织成员在接受低程序公正性时可能不会表现不佳。为了解释理论机制，我们将公正的群体参与模型与情绪调节视角相结合。具体来说，我们认为，当个体进行再评价时，较低程序公正性对绩效的不利影响会减弱。此外，之所以会这样，是因为再评价使较低的程序公正性不太可能破坏个体在组织中的自我感知地位。三项实验和一项员工多来源调查证实了这些预测。本研究通过表明再评价可以帮助在人们经历低程序公正性时维持绩效，从而扩展了低程序公正性会破坏绩效的典型发现，为组织公正文献做出了贡献。讨论了理论和实践意义、局限性以及对未来研究的建议。
