Is More fairness always preferred? self-esteem moderates reactions to procedural justice

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Is More fairness always preferred? self-esteem moderates reactions to procedural justice

Brockner, Joel - ; Wiesenfeld, Batia M. - ; Swann, William B. - ; Bartel, Caroline A. - ;

Organizational justice researchers have demonstrated that employees are more committed to organizations they believe treat them fairly. Drawing on self-verification theory, five studies show that the positive relationship between procedural justice and commitment was eliminated among those with low self-esteem. Moreover, results of one study showed that this effect occurred only when self-verification strivings were likely to be salient (i.e., when employees expected their relationship with the organization to be relatively enduring). Finally, an experiment provided evidence that participants' experience of self-verification (i.e., feeling known and understood) mediated the interactive effect of procedural justice and self-esteem on their organizational commitment.Printed journal

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Informasi Detail

Judul Seri: -
No. Panggil: -
Penerbit: : Academy of Management.,
Deskripsi Fisik: -
Bahasa
ISBN/ISSN: 14273
Klasifikasi: -
Tipe Isi: -
Tipe Media: -
Tipe Pembawa: -
Edisi: -
Subjek: Self esteem
Organization theory
Telecommunications industry
Impact analysis
studies
Info Detail Spesifik: -
Pernyataan Tanggungjawab: pa

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